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公共机构样本检查的第1条
权威的2016年四川公共Yuechi县的乡镇和公共机构的招聘招募2016年Sichuan Guang'an Yuechi County招募乡镇人事检查结果的2016年Sichuan Guang'an Yuechi County招聘结果有关2016年Sichuan Guang'an Yuechi County招募公共机构的信息，请访问公共招聘机构。根据“关于乡镇官员评估和招募乡镇官员的评估和招募公告”的公告，现在宣布了检查结果如下（请参阅附件）。如果任何干部和大众都有任何报告，请在5天内（2016年2月15日至2016年2月15日）在第二方委员会组织部门组织电话，书面或面试。电话：-5235733。
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Yuechi县的检查结果清单，从大学生村官员招募乡镇和公共机构。
公共机构样本检查的第2条
目前，在东县的机构管理和人员配备中包括253种类型的公共机构。根据隶属关系司，县党委员会和县政府直接管理了26个，由主管部门227管理。由县党委员会和县政府直接管理的公共机构实施了目标管理评估，该评估由县评估办公室领导。由主管部门管理的大多数公共机构还进行评估工作，尤其是几个主要系统，例如教育，健康，城市建设和运输。主管部门每年对下属单位进行评估，但情况有所不同。
县教育局在其管辖范围内有24所中小学和10个乡镇（办公室）幼儿园。根据省和市政教育部门的统一安排，县教育局每年都会监督和评估中小学和幼儿园。评估和评估内容分为六个主要项目：系统建设，学校管理行为，道德教育，教学工作和学校管理结果。每个项目都包含特定的定量指标，并列出了评估的关键点。评估方法是通过收听讲座，问卷调查，访谈和讨论，校园观察和信息审查进行的。评估结果分为四个级别：优秀，良好，合格和不合格。评估结果被报告和赞扬。
县运输局已发布评估规则，并制定了具体和详细的??评估标准。对19个下属机构的评估是统一与局内部的部门进行的。评估内容包括工作计划，学习和教育以及团队建设等常见指标，以及强调其各自商业工作的个人指标，指标系统相对完整。评估一次是一次，评估结果是奖励最佳和惩罚最坏，促进和重复使用干部的重要条件。
县城市建设局主要根据目标评估方法对11个下属机构进行评估。每个单元将在年底首先设定各自的业务目标，并将通过定量得分，赞扬和奖励前三名来对排名进行排名。
2010年，县卫生局开始为其八个乡镇卫生中心和两个社区卫生服务中心进行绩效评估，制定了评估规则，阐明了评估内容，并确定了具体的评估指标和定量标准。在每个季度末，该局的相关部门组成了一个由负责领导人领导的评估团队，深入评估单位，并根据详细规则和评分标准通过审查材料，现场检查，问卷等进行了定量评分，并最终对其进行了总结。该评估受到一个百分比系统的约束，传球超过80分，而不合格的点以下79点更多公务员考试网题库就点击这里，并且根据总分，排名从高到低。评估结果与公共卫生服务基金有关。分数超过80的单位将根据排名适当增加资金，而得分低于79的单位将适当减少资金。
通过调查，发现尽管大多数主管部门评估了其附属机构，但它们并不是真正的绩效评估，并且在内容制定，指标的量化，评分的确定和结果的使用方面，上司的要求仍然存在很大的差距。只有卫生系统在实施绩效评估时才具有相对声音系统和相对完整的系统。 2011年，东县县成立了一个公共机构评估委员会，但到目前为止，它尚未充分发挥正当作用。
2。工作困难
实施公共机构的绩效评估并非易事。尽管已经成立了公共机构评估委员会，并且组织和人员配备管理部门还发布了对公共机构绩效评估的审判措施，但仍有许多具体问题需要仔细研究和解决。
难度1：很难确定评估内容。公共机构改革的方向是重返社会福利，因此绩效评估的内容也应完全反映这一点。例如，对县医院的绩效评估不仅需要评估药物的零价格差异，首先要看医生，然后付费服务质量，公共满意度等，还需要评估医学风格和医疗道德，团队建设等，以指导医疗行业转变为社会福利服务的方向。公共机构属于不同的行业，同一行业中的单位情况不同，因此不建议在确定绩效评估内容的内容时实施“单一适合所有”的方法。以学校为例，有小学，初中，高中和职业中学，包括小学和中学，有些在县城，有些在城镇，有些在强大的教职员工，有些在弱教师中；有些人实施了日间学校系统，有些人实施了登机系统。在如此特定而复杂的情况下，如何确定结合通用性和人格的科学和合理评估内容值得我们深入研究。
难度2：很难制定评估标准。公共机构主要关注“事物”，不可能量化企业之类的东西。这决定了公共机构的绩效评估不能简单地通过数字来衡量，而应采用定量和定性方法的组合。例如，对质量教育工作的评估和评估，哪种质量教育符合“良好”标准，哪种质量教育符合“良好”标准，哪些质量教育符合“不良”标准，该内容应包含多少评估指标，应包括哪些评估指标，包括哪些指标的特定指标，以考虑这些指标的特定评分以及如何设计目标和公认。这些问题是不可避免的，必须在执行绩效评估时仔细解决。
困难3：很难使用评估方法。哪种方法用于执行绩效评估与评估结果是否是客观，真实和令人信服的以及整个评估工作的成功或失败有关。在实际评估过程中，可以通过诸如搜索信息和现场查看诸如录取状态，硬件构造等诸如诸如搜索信息和现场的方法来掌握和判断一些评估指标，但是某些评估指标不太容易判断，例如某些评估指标，这些评估指标说明人口比率，评估指标，以获取公共满意度以及一些软件施工指标。如果您想获得客观和真实的评估条件，则不能仅使用查看信息的方法。但是，如果您想调查和验证来源，人力和材料资源是否足够？时间和精力可以允许吗？
除了以上三点外，我们还必须认真对待它，并在使用绩效评估结果时仔细考虑。山东省级政府政府的“有关加强对公共机构的监督和管理的意见”规定，“应提高绩效评估结果的有效性。应将评估结果用作评估合法人员在公共机构中责任责任的重要基础薪水。能真正完成吗？如果上述问题无法很好地处理，则绩效评估的作用将大大减少，甚至可能成为一种形式。
3.对策和建议
首先，我们必须加强研究和研究。公共机构的绩效评估是一项创新的任务，也是一个系统的项目，需要多个部门的参与。目前，最紧迫的事情是组织，准备，金融，教育，健康和其他公共机构，认真地加强学习和研究。通过从其他地方学习上司和高级实践的精神要求，掌握政策和法规，并将其结合得很好。有必要以机密的方式研究公共机构绩效评估的内容和指标，尤其是教育，城市建设，运输和其他尚未由上级发布行业评估规则的系统。我们必须有效地增强我们的责任感，不要等待或依靠它，并仔细研究和制定行业的评估内容和评分标准，以奠定下一步实施步骤的坚实基础。
其次，做准备。 “对东县公共机构绩效评估的试验措施”阐明了公共机构绩效评估的范围，程序，内容和评估结果。下一步是敦促所有主管部门加快其工作步伐，加快该系统的评估内容和指标系统的提高，并将其提交给公共机构评估委员会的申请委员会。评估委员会的成员单位，例如组织，机构，人力资源和社会保障以及财务，也应在相关工作中做得很好，并就如何使用和实现绩效评估结果提出具体意见。
第三，我们必须开始稳定实施。起初，具有相同商业性质和工作条件的相同类型的公共机构可以用作试点项目，然后将扩大范围并逐步促进范围。例如，同一乡镇的农村小学和中学可以包括在第一批试点项目中，并且在条件成熟后将扩展到县中和中学。为了取得稳定的进步，必须确保两个关键点：一个是评估标准的公平性；另一个是评估结果的真实性。在制定评估标准时，主管部应采取认真而负责任的态度，积极加强研究和演示，并确保标准的适用性和合理性。在实施过程中，我们必须谨慎和细致，并通过各种评估方法努力掌握评估单元的真实情况。
公共机构样本检查的第3条
第2条这些实施措施中提到的公共机构是由组织和人员配备部批准的各种社会组织，其目的是由国有资产组织，其资金由财政部充分提供，或者由政府或自付的政府补贴。
第3条：公共机构的新管理人员，专业和技术人员以及工作季节的熟练人员，以及机构和机构的新工作熟练人员，这些机构和机构的新工作人员应执行和指代公务员法律执行公共招聘，除非由上级任命或批准的公共招聘，否则是由上级政策重新安置和人员管理机构管理机构和人员管理人员管理机构和人员管理机构。
第4条公共招聘人员应基于组织，组织，人力资源以及社会保障部门批准的职位。当在人员的比例和批准职位的比例内有空缺时，他们应在职位的职位和批准职位的比例范围内统一地组织招聘。
第五条公共招聘人员应遵守道德诚信和能力的就业标准，并实施开放性，平等，竞争和最佳选择原则；遵守党委员会和政府的宏观管理与雇主的实施结合，统一和标准化，对指导和分级管理进行分类；实施考试和评估方法。
第2章责任部门
第6条市政党委员会的组织部以及市政人力资源和社会保障局是该市公共招聘人员的主管当局，负责该市公共招聘人员的政策指导，批准和审查，监督和检查，并进行全面管理。
第7条市政党委员会组织部以及市政人力资源和社会保障局负责计划审查，公告，审查和评估安排，以及县（地区）党（地区）党委员会，人民代表，CPPCC，CPPCC，审判，派遣机构和人民委员会的公共招聘人员的就业批准根据干部管理的权力，以及市政机构的公共招聘人员的检查，体格检查，人员招聘和其他工作。
第8条县（地区）委员会和县（地区）人力资源和社会保障局应遵守干部管理权的权力，负责审查和报告公共招聘计划的公共招聘计划，该计划是公共招聘计划的公共招聘计划根据批准的招聘计划，该县（地区）的公共招聘人员。
第9条市政和县（地区）机构的主管部门应负责审查和报告其附属机构的招聘计划，组织招聘单位注册，进行资格审查以及参与书面考试和面试工作；市政和县（地区）机构应根据程序，报告招聘计划以及组织招聘注册，工作认可，人事招聘和其他程序来处理人员处理和使用批准。
第10条市政和县（地区）委员会组织办公室应根据认可的人员配备金额，资金供应方法和现有人员结构批准人员和使用计划；市政和县（地区）财务局应根据人员，组织和人力资源和社会保障部门的相关规定与资金分配和薪金赎回合作；市政和县（地区）纪律检查和监督，教育，公共安全和其他部门应根据各自的职能与公共招聘合作。
第三章招聘范围和条件
第11条公共机构的公共招聘人员应面对公众，所有满足要求的人都可以适用。已经拥有工作单位的人员必须在注册之前从原始工作单位获得批准证书。
第12条：公共招募公共人员每年一次组织一次。可以在市政党委员会组织部和市政人力资源和社会保障局的批准下单独招募特殊和稀缺职位。只有在招聘职位中有3个人（包括3个人）才能开始考试。如果人数少于3人，请根据供应短缺的职位招募。
第13条申请人必须符合以下基本条件：
（1）遵守宪法和法律，并具有良好的行为。
（ii）具有招聘职位所需的教育水平，专业知识和业务能力。
（iii）管理职位以及专业和技术职位通常应具有大学学位或更高的大学学位，并且工作描述技能职位应具有高中或技术中学（包括职业高中）或更高。年龄不到35岁。通过直接评估招募的人的年龄可以放松到45岁以下。
（iv）满足工作要求的身体状况。
（v）满足该职位所需的其他条件。
第14条如果发生以下任何情况，则不得允许申请：
（1）现役军事人员；
（ii）试用期间公共机构的工作人员；
（3）如果确定在公务员招募检查和公共招募公共机构的招聘机构，并且仍在禁令期间；
（4）那些因犯罪而受到刑事处罚的人；
（v）被解雇的人。
第4章招聘程序
第15条公共招聘人员应遵循以下程序：
（1）提出招聘计划；
（2）审查招聘计划；
（iii）审查和注册招聘计划；
（iv）招聘公告；
（v）注册和资格审查；
（vi）考试和评估；
（7）宣布结果；
（8）检查和档案评论；
（9）体格检查；
（10）确定要招募的人员；
（11）宣传要招募的人员；
（12）批准要招募的人员；
（13）签署就业合同并遵守就业程序。
第16条：公共机构应根据位置空缺状况和工作需求提交其组织人员配备管理证书和申请，并在同一水平上将其提交给组织人员配备部门以进行准备和使用批准，并填写“省级公共机构公共招聘计划”，按照“产品和使用表格”的申请，并在招聘方面完成申请。招聘计划的主要内容包括：根据批准的工作设定计划和单位职位空缺提出招聘职位的数量和名称；招聘人员的数量，资格，条件，招聘方法等；实施招聘工作以及与招聘有关的其他事项的准备工作。
第17条市政部门的招聘计划应由主管部门审查，并由市政组织部门批准，并由市政组织批准；县（区）附属机构的招聘计划应由县（地区）委员会和县（地区）人力资源和社会保障局进行总结。在组织部门在同一级别进行审查后，应将其提交给市政党委员会组织部门和市政人力资源和社会保障局进行审查。批准的招聘计划将提交市政党委员会的组织部和市政人力资源和社会保障局，以供省级党委员会组织部门以及省级人力资源和社会保障部审查和提交。
第18条市政党委员会组织部和市政人力资源和社会保障局的统一招聘公告。招聘公告的内容主要包括：招聘部门的名称和性质；招聘职位的名称，招聘人员的数量和福利；招聘职位的资格要求；招聘方法；考试和评估的时间和范围；注册方法和其他需要解释的事项。
第19条公共机构及其主管部门负责组织申请人的资格条件，证书，证书，证书等的初步审查，并将其提交给同一级别的组织，人力资源和社会保障部门，以供审查，以供管理机构进行审查，确定符合招聘条件的人员并向他们签发招聘机票。
第5章考试和评估
第20条公共机构的公共招聘考试应在整个城市进行统一的考试，并应每月至每年进行。
第21条考试的内容是招聘职位所需的专业能力，专业能力和专业技能。考试按位置进行分类，包括笔试，访谈或专业能力和操作技能测试。书面测试分数占总分数的70％，访谈得分占总分数的30％。
原则上，公共招聘人员必须组织访谈。如果特殊职位不需要面试，则雇主应提出意见，并将其提交给市政党委员会组织部门或县（地区）委员会组织部门以及县（地区）人力资源和社会保障局以供批准。
第22条书面测试主题是“综合基础知识”，其中包括两个部分：公共基础知识和专业知识，具有封闭式方法，得分为100分。管理职位的专业知识考试内容是专业能力，专业技能和工作技能职位是主要（行业）的专业知识和专业技能。
第23条访谈可以根据招聘职位进行结构化访谈，专业能力测试，操作技能测试等，得分为100分。受访者将根据从高到低的书面测试分数中的1：3来确定。访谈审查员小组由人力资源和社会保障部门在同一级别选择的7至9位相关专家和学者组成。
第24条检查可以委托为市政，县（地区）人力资源和社会保障部门为公共机构的公共招聘人员提供服务。
第25条如果满足以下条件之一，则应根据公共招聘程序进行直接评估：
（i）拥有博士学位。
（2）那些拥有硕士学位或教育的专业稀缺的人。
（iii）那些有资格担任副高级或更高级别的专业技术职位的资格。
（4）遵守“在城市中引入高级才能的临时措施”中规定的条件。
（5）遵守“三个支持和一个帮助”时期的大学生的雇佣政策。
直接评估方法的内容主要包括申请人的意识形态和政治表现，道德素质以及与申请人职位相关的专业能力和工作绩效。
第6章检查，体格检查和公开公告
第26条基于申请人的书面测试和访谈的最终成绩，应根据招聘计划相等的金额来确定候选人。
第27条的检查应通过文件审查，检查对话，社会调查等进行。考试内容包括意识形态和政治表现，道德质量，能力和质量，遵守法律和法规，工作绩效（研究表现）以及应用程序资格的真实性。
第28条：体格检查应在县级或高于县级的一家综合医院进行。体格检查标准应按照“公务员招募的体格检查（试验）的一般标准”。如果招聘职位对候选人的身体健康有特殊要求，则应在招聘公告中宣布，并在检查和评估之前进行体格检查。
第29条经过市政党委员会组织部门和市政人力资源和社会保障局的统一审查后，确定的人员将在中国门户网站，市政党委员会组织部门网站以及市政人力资源和社会保障网络上宣布7天。
第30条未通过检查，体格检查或公告未能通过的任何申请人进入下一个评估阶段，并且应按照规定的程序按顺序重新发行。
第7章招聘工作
对于那些不反对公开宣布的人，公共机构应填写“省级公共机构公共招聘批准表”，并经过市政统治部门或县（地区）委员会组织部门以及县（地区）人力资源和社会保障局的审查，并由书面书，及其及其培训材料，与个人检查材料，相关的材料和相关表格，并伴随着书面报告，并伴有一份书面报告。根据干部管理局的说法，将发布“在公共机构中招募人员的通知”。
第32条公共机构负责填写“省级公共机构新人员工作审查表”，使用“机构员工管理证书”和“在同一级别上招聘人员的录取通知书，以申请新的人员注册证书表格和人员增加计划卡，并处理人员分配或转移程序。
第33条公共机构的法律代表或原则应就平等，自愿和共识的原则与就业人员签署雇用合同，而雇用的第一任期应为3年。
第34条：通过公共招募公共机构的新首次人员，该组织处于同一级别，人力资源和社会保障局应按照“干部教育和培训工作（试验）法规的要求统一组织初始培训”。原则上，培训不得少于72小时。
第35条：公共机构公开招募的人员应根据法规实施缓刑期系统。试用期为月，缓刑期应在合同期内包括。如果被雇用的人是大学和技术中学的新毕业生，则应实施年度实习期，并应在合同期内包括实习期。那些通过试用期的人将被正式雇用；那些未能在缓刑期间不符合此职位的要求，并且不同意该单位对其职位的调整，雇主可以终止就业合同。
Article 36: Through the public recruitment of new first-time personnel from public institutions, the organization at the same level and the human resources and social security department shall determine the position level and implement the position employment according to the relevant regulations on personnel management of the public institutions according to the relevant regulations on personnel management and position setting management of the public institutions. During the employment period, you will enjoy the treatment of a regular employee, and the relevant matters after the dismissal shall be implemented in accordance with relevant national and provincial regulations.
Article 37 After new employees of public institutions are hired, the employer will strengthen regular management in accordance with the "Provincial Public Institution Staff Assessment Interim Measures" and do a good job in regular and employment period assessments. The assessment results are used as the basis for renewal, dismissal or adjustment of positions.
Chapter 8 Discipline and Supervision
Article 38 The municipal, county (district) committees and governments shall establish a leading group for public recruitment of institutions, with leaders in charge of the municipal, county (district) party committees and governments as the group leader, and leaders of the organization, discipline inspection and supervision, human resources and social security, staffing, public security, finance, education, health, radio management and other departments shall serve as members, and shall be responsible for recruitment.
Article 39 The organizations and human resources and social security departments of the municipal, county (district) must earnestly perform their comprehensive management responsibilities, formulate work plans and procedures for public recruitment examinations, standardize procedures such as registration, qualification review, written examinations, interview organization, etc., improve the confidentiality system, clarify the division of responsibilities, and organize the recruitment examinations according to management authority.
Article 40: Public institutions shall implement a recusal system for public recruitment of personnel. Any applicant who has a husband-wife relationship, a direct blood relationship, a collateral blood relationship or a close in-law relationship with the person in charge of a public institution is not allowed to apply for a secretarial or personnel, finance, supervision position, or a position with direct superior and subordinate leadership relationship.
Article 41 Strictly open recruitment discipline. Those who commit the following behaviors must be dealt with seriously. If the circumstances seriously violate the law, they shall be held accountable in accordance with the law.
(1) Applicants forge or modify their certificates or certificates, or obtain application qualifications by other improper means.
(2) Applicants cheat during the examination and assessment process.
(3) Recruiting staff who instruct or condone others to cheat, or participate in cheating during the examination and assessment process.
(4) Recruiting staff deliberately leaks the written test and interview questions.
(5) The head of a public institution privately hires personnel in violation of regulations.
(VI) The recruitment work organization and the competent departments of public institutions shall violate regulations and affect the fair and impartial recruitment.
(7) Violating other provisions of these Measures.
Article 42 Establish a system for record of integrity in public recruitment in public institutions. For applicants who violate public recruitment discipline, their violations shall be recorded in their integrity records and shall not participate in recruitment of public institutions within three years; for those who violate these regulations, the employment contract shall be terminated and cleared after verification. Staff who violates discipline will be transferred from the recruitment position or given punishment depending on the severity of the circumstances; other relevant personnel who violate recruitment discipline will be held accountable in accordance with relevant regulations.
Article 43 The recruitment work must be disclosed in information, process and results, actively accept social supervision, and supervision by discipline inspection and supervision agencies and other relevant departments.
第9章附件
Article 44 In accordance with the provisions of the Municipal Price Bureau and the Finance Bureau's "Notice on Forwarding the Provincial Development and Reform Commission and the Provincial Department of Finance's "Notice on Reducing Some Administrative and Public Charge Standards and Abolishing Partial Charge Documents" (Pingshi Price () No. 61), referring to the charging standards for civil servant recruitment examinations, the registration fee for public institutions' public recruitment examinations will be charged.
Article 4 of the sample inspection of public institutions
实施计划
In order to effectively carry out the public recruitment of municipal institutions in 2021, the following implementation plans are now formulated in accordance with the "Regulations on Personnel Management of Public Institutions" (State Council Order No. 652), the "Interim Provisions on Public Recruitment of Personnel in Public Institutions" (Ministry of Personnel Order No. 6) and other relevant provisions:
1. Overall requirements
(I) Recruitment scope. Public recruitment must be implemented except for policy-based resettlement, appointment by superiors according to cadre and personnel management authority, and confidential positions that really need to use other methods to select and appoint new personnel in public institutions.
(II) Organizational method. Municipal institutions recruit staff publicly and organize them in different ways according to the level, category and professional requirements of the position.
1. Recruiting personnel for junior professional and technical positions and management positions below level seven (hereinafter referred to as "junior positions") will be conducted in a combination of written examinations and interviews. For junior comprehensive positions in municipal institutions, you can participate in the written examination organized by the Provincial Department of Human Resources and Social Security. If the conditions for independent organization of written examinations shall be met, the recruiting unit may also organize the written examinations independently by the recruiting unit, or the competent department (organizer) shall organize the written examinations uniformly with the approval of the comprehensive personnel management department of the municipal public institutions. The written examination for public recruitment should strictly implement the standardization requirements, avoidance regulations and confidentiality regulations of personnel examinations. Qualification review, interview, inspection, physical examination and other work shall be organized by the recruiting unit or its competent department (organizer).
2. Recruiting personnel in intermediate professional and technical positions and level 5 and level 6 management positions shall be carried out in a combination of professional written tests and interviews. The recruiting unit or its competent department (organizer) shall organize and implement them according to the registered recruitment plan and in accordance with the prescribed procedures and time. Recruiting personnel in Level 5 and Level 6 management positions must be submitted to the Municipal Party Committee Organization Department for approval and organized and implemented in accordance with the prescribed procedures.
3. Recruiting personnel with deputy senior or above professional and technical positions, urgently needed high-level and shortage of professional talents, doctoral students can be carried out through professional testing, defense, trial lectures, interviews and exchanges, or they can be organized through inspection methods.
4. Recruiting personnel in the work-season skilled positions, and adopting a combination of professional written tests and professional tests. You can also use skilled operations and other methods to test according to the needs of the position. The recruiting unit or its competent department (organizer) shall organize and implement the registration recruitment plan according to the prescribed procedures and time.
5. Recruiting special professionals who focus on examining professional skills such as sports, art, music, dance, etc. can adopt the exam method of interviewing first (focusing on professional skills tests) and then writing tests if conditions are met.
(III) Organize and implement. According to the job vacancy situation, municipal institutions shall formulate annual recruitment plans and organize and implement them in the personnel application plan issued by the municipal institutions (the unit that implements the total personnel control amount management within the total personnel control amount). Municipal institutions shall study and formulate recruitment brochures in accordance with relevant regulations and recruitment plans. After review and approval by the competent department (organizer) and the municipal public institutions' comprehensive personnel management department, they shall be on the official website of the Municipal Human Resources and Social Security Bureau and the competent department (organizer). In principle, the recruiting unit or its competent department (organizer) should complete the examination, inspection and physical examination within two months after the registration deadline.
For public recruitment organized by the recruiting unit or the competent department (organizer), the results should be announced strictly in accordance with the relevant regulations on the examination and examination affairs after the written examination and interview, and the list of people entering the scope of inspection and physical examination should be announced in a timely manner. The total test scores are weighted by the written test scores and interview scores in a certain percentage system. The proportion of written test scores can be mastered at 40% or 50%. The specific proportion should be clarified in the public recruitment plan and brochure. After the personnel to be hired are determined, the competent department of the recruiting unit (organizer) will announce the list of personnel to be hired to the public on its website, and the announcement period is 7 working days. If there is any objection during the public announcement period, the competent department (organizer) shall investigate and handle the matter in accordance with relevant regulations and make a conclusion. If there is no objection to the public announcement period or if the problem is reported does not affect the employment, the recruiting unit or its competent department (organizer) shall put forward the employment opinions and report to the municipal public institution's comprehensive personnel management department for the personnel employment filing procedures. In principle, no replacement will be made after the list of candidates to be hired will be announced.
The following materials must be submitted for the filing of personnel employment: public recruitment work summary, basic information of the personnel to be hired, filing commitment letter, public investigation and handling of problems reflected, information on personnel violations of discipline and regulations during the recruitment process and dishonesty situations, etc. This year's public recruitment work should be completed before December 31, 2021.
(IV) Other requirements
1. Municipal institutions should actively develop targeted recruitment positions for personnel serving grassroots projects. Targeted recruitment positions are generally ordinary management positions or professional and technical positions with wide professional requirements. The "Three Supports and One Help" plan personnel selected by our province before 2016, the "College Student Volunteer Service Western Program" national project and Shandong project personnel selected by our province before 2019, and the Shandong student personnel selected by other provinces and cities before 2019, and the "community workers" uniformly recruited by our city, and other grassroots project personnel who have served for 2 years and have completed the service period stipulated in the agreement (contract) and passed the assessment, they can apply for recruitment positions for grassroots project personnel. Those who have enjoyed preferential policies and are hired as civil servants or recruited as staff in public institutions shall not apply for recruitment positions for personnel serving grassroots projects again.
2. Implement an open selection system for staff of grassroots public institutions. In order to encourage and guide outstanding talents to serve grassroots work and start businesses, standardize and improve the grassroots talent exchange mechanism, a unified open selection system will be implemented for formal in-service staff (including total personnel control) who have worked in township (street offices) for more than 5 years and have been in exchange for exchanges with municipal and district-affiliated institutions, and specific measures will be formulated separately.
3. Municipal institutions should actively develop targeted recruitment positions suitable for the characteristics of Tibet and Xinjiang college graduates. Graduates from ordinary colleges and universities across the country in Tibet and Xinjiang (household registration during the college entrance examination, the same below) or graduates from ordinary colleges and universities across the country who are not employed in Tibet and Xinjiang who are not employed in Tibet and Xinjiang can apply for jobs that meet the job requirements for recruitment positions for graduates from Tibet and Xinjiang.
4. Municipal institutions should actively develop jobs for the disabled in accordance with the requirements of the "Shandong Province Employment Measures for the Employment of Disabled Persons" (Provincial Government Order No. 270), and appropriately relax recruitment conditions. Applicants with disabilities but do not affect the performance of their job responsibilities shall not refuse to hire them on the grounds of disability. Disabled persons with household registration in this city and holding the second generation of the "Disabled Persons Certificate of the People's Republic of China" (including the disabled persons certificate equipped with social security cards, issued before April 23, 2021) can apply for jobs for disabled people who meet the job qualification requirements.
5. Chinese citizens among Hong Kong and Macao residents can apply for qualified positions.
6. Taiwanese students who have obtained a full-time ordinary university degree from mainland China and other Taiwanese residents who have obtained a recognized education in mainland China can apply for positions that meet the requirements of universities, public cultural service institutions, and medical and health institutions.
7. In 2021, vacant positions in public institutions at all levels will still be mainly used to recruit fresh college graduates and college graduates who have not implemented their work units within the career selection period (two years). In principle, no working years are required for intermediate and junior positions.
8. Full-time graduates from senior technical schools or technician colleges who have obtained professional qualifications for senior technical and preliminary technicians can apply for qualified positions according to full-time higher vocational (college) and undergraduate graduates.
9. For overseas returnees who have not yet obtained overseas degree certification, the "commitment + indifference" method can be adopted, and the examination is allowed to take the exam first, and the academic degree certification is supplemented within the specified time. Only after formally obtaining the overseas degree certification certificate can it be announced and hired.
10. Municipal institutions recruit associate senior and above professional and technical positions and doctoral positions, as well as urgently needed high-level and short-term professional talents, can publish medium and long-term brochures.
2. Recruitment of junior comprehensive positions that take the unified written examination
(I) Recruitment Position
The academic qualifications, degrees and majors in the job requirements must be clear, specific and easy to define. The professional setting must match the recruitment position. In principle, professional requirements should be determined leniently. One or more similar majors that are suitable for the job requirements can be set up in the same position, or professional conditions can be set according to the major category. General recruitment positions with low professional requirements can be set up as majors without limit.专业名称、类别等，主要参考教育部制定的现行专业目录和人社部制定的全国技工院校专业目录。