Measures of Jiangsu Province on Public Recruitment of Public Institutions
(deliberated and adopted at the meeting of the Standing Committee of the CPC jiangsu provincial party committee on February 25, 2020, and promulgated by the General Office of the CPC jiangsu provincial party committee and the General Office of the People’s Government of Jiangsu Province on March 13, 2020)
Chapter I General Provisions
Article 1 In order to thoroughly implement the Supreme Leader’s Socialism with Chinese characteristics Thought in the New Era, adhere to the principle of managing talents by the Party, gather talents from all over the world, further standardize the open recruitment of public institutions in our province, improve the scientific, institutionalized and standardized level of personnel management in public institutions, and build a high-quality professional staff team, according to the Regulations on Personnel Management in Public Institutions (Order No.652 of the State Council) and the Interim Provisions on Open Recruitment of Public Institutions (Order No.6 of the Ministry of Personnel), etc.
Article 2 These Measures shall apply to the open recruitment of management personnel, professional and technical personnel and ground workers in institutions of this province (hereinafter referred to as "open recruitment").
These Measures shall not apply to the recruitment of staff of public institutions managed according to the Civil Service Law.
Article 3 Newly-hired staff of public institutions shall be openly recruited for the society. Except for those who are placed by the state policy, appointed by superiors according to the personnel management authority, and classified positions.
Article 4 Open recruitment shall be conducted by means of examination and inspection in accordance with the post responsibilities and qualifications within the total number of personnel compiled or approved.
Article 5 Open recruitment shall adhere to the employment standards of having both ability and political integrity and putting morality first, and embody openness, equality, competition and merit-based, so as to make information, procedures and results public.
Sixth open recruitment adhere to the macro management of the Party committee and government and the implementation of the autonomy of institutions, overall planning, standardization, classification guidance and hierarchical management.
Seventh open recruitment funds shall be borne by the recruitment unit in principle, and the expenditure shall be regulated according to the regulations.
Chapter II Division of Responsibilities
Article 8 The organizational departments of Party committees at all levels and the human resources and social security departments of the government (hereinafter referred to as "comprehensive personnel management departments of public institutions") are responsible for the policy formulation, approval and filing, work guidance, supervision and inspection of public recruitment of public institutions in the region, and the provision of information release platforms and other comprehensive management and services.
The comprehensive personnel management department of provincial institutions is specifically responsible for the open recruitment plan and open recruitment results filing of provincial institutions.
The comprehensive personnel management department of institutions with districts and cities is specifically responsible for the approval of open recruitment plans of institutions with districts and cities and below, and the filing of open recruitment results of municipal institutions.
The comprehensive personnel management department of a county (city, district) institution is specifically responsible for the audit of the open recruitment plan of the county (city, district) and the following institutions and reporting it to the comprehensive personnel management department of a city with districts for approval, as well as the filing of open recruitment results.
Article 9 The competent department of a public institution shall be responsible for the examination, guidance, organization, coordination, supervision and management of the open recruitment of its subordinate institutions.
The competent department of provincial institutions is responsible for the approval of the open recruitment plan and open recruitment results of their subordinate institutions, and report to the comprehensive personnel management department of provincial institutions for the record.
The competent departments of institutions with districts, cities and below shall be responsible for the examination of the open recruitment plan and results of their subordinate institutions, and report to the personnel comprehensive management department of institutions at the same level for examination or filing according to the prescribed procedures.
Article 10 The specific organization and implementation of open recruitment shall be the responsibility of public institutions or the competent departments of public institutions. Institutions that have not established personnel institutions shall be responsible for the open recruitment by their competent departments. Open recruitment in colleges and universities is organized by itself.
Eleventh comprehensive personnel management departments of public institutions can organize open recruitment according to actual needs.
Chapter III Procedures, Plans and Announcements
Twelfth open recruitment according to the following procedures:
(1) Formulating an open recruitment plan;
(2) Issuing an open recruitment announcement;
(3) Examining the qualifications of candidates;
(4) Examination and inspection;
(5) Physical examination;
(6) Publicizing the list of persons to be employed;
(7) Filing the results of public recruitment;
(8) Going through the entry formalities;
(9) Signing employment contracts.
Thirteenth open recruitment plan is generally prepared by the recruitment unit at the beginning of the year, and after being reviewed and summarized by the competent department, it is reported to the comprehensive personnel management department of the institution for approval or filing according to the division of responsibilities. The open recruitment plan shall include: recruitment positions, qualifications, number of recruits, recruitment time, recruitment methods, registration methods, publicity methods of recruitment results, complaint reporting methods and matters that need to be explained.
Qualifications should be set scientifically and reasonably according to the needs of the post, and no directional or discriminatory conditions should be set. The professional name can be determined by referring to the professional reference catalogue of civil servants in the province’s examinations or the professional catalogue of the education department. Unless otherwise stipulated by the state, targeted recruitment for specific groups may not be organized.
If there is a written test in the recruitment method, the proportion of written test scores in the total score shall not be less than 30% in principle. Special talents, such as high-level talents urgently needed to be introduced and professionals in short supply, can be recruited by optimizing procedures and adopting direct inspection.
Article 14 The announcement of open recruitment shall be made by the recruiting unit or its competent department according to the approved open recruitment plan, and shall be responsible for the contents of the announcement. The public recruitment announcement shall be released free of charge on the portal websites of the recruitment plan approval and filing departments, recruitment units and their competent departments, and may also be released on other media such as the human resources market website. If the relevant departments do not have a portal website, they should publish it on the government portal website at the same level. The public recruitment announcement shall contain the following contents:
(a) the name, funding channels and address of the recruiting unit;
(two) the job name, job description, job category, qualifications, recruitment, recruitment methods, recruitment targets, the proportion of the examination;
(3) Registration method, registration time, registration place, materials to be submitted, time for qualification examination and time for presentation and defense;
(four) examination methods, examination subjects (or content summary), examination time, score calculation method and publication method;
(5) Requirements for inspection and physical examination;
(six) recruitment results publicity method, complaint telephone;
(seven) other matters that should be informed, such as the minimum service life.
The period from the announcement to the registration deadline is not less than 7 working days.
Fifteenth public recruitment announcement shall not be changed without authorization. If it is really necessary to change, it shall issue a notice of change in the original media. The change announcement involving lowering the qualification conditions and expanding the scope of registration shall be regarded as a new recruitment announcement to determine the supplementary registration time.
Chapter IV Registration and Qualification Examination
Sixteenth open recruitment should be geared to the needs of the society, and all qualified personnel can apply for the job.
Seventeenth open recruitment in principle, online registration should be implemented, online registration time is not less than 3 working days.
If on-site registration is really necessary, the on-site registration time shall not be less than 1 working day.
Article 18 The recruiting unit or its competent department shall be responsible for examining the qualifications of candidates and verifying relevant materials. If online registration is implemented, the relevant materials can be verified before the interview.
Candidates who fail to pass the qualification examination may state their arguments to the qualification examination unit within the time specified in the open recruitment announcement. The unit in charge of qualification examination shall listen to its statements and arguments, examine the facts, reasons and evidence put forward by it, and make a conclusion in time. Inform the conclusion of the review, you can take online review, online review and on-site review.
Nineteenth candidates should generally meet the following qualifications:
(1) Having People’s Republic of China (PRC) nationality;
(2) Abide by the Constitution and laws of People’s Republic of China (PRC) and support the leadership of the Communist Party of China (CPC) and the socialist system;
(3) Having good conduct;
(4) Having the professional or technical conditions required for the post;
(5) Physical conditions that meet the requirements of the post;
(6) Other conditions required for the post.
Persons who are otherwise restricted by the state from applying for positions in institutions or institutions may not apply for employment.
Article 20 The proportion of open recruitment positions is generally 1:3. Those who fail to reach the proportion of starting the examination shall reduce the number of recruits or cancel the recruitment positions, and publish a post change announcement in the media that originally published the recruitment announcement. If the recruitment position is cancelled, the unit that accepts the registration shall promptly inform the candidates who have passed the qualification examination of the position, and the candidates can change to other qualified positions.
For a few special industries, special majors, economically weak areas, or professional and technical positions of badly-needed personnel with high level requirements, with the consent of the public recruitment plan approval and filing department, the proportion of examination can be appropriately reduced, and it can be stated in the public recruitment announcement.
Article 21 The materials submitted by candidates according to the registration requirements shall be true, accurate, complete and effective.
Chapter V Examination, Investigation and Physical Examination
Twenty-second examinations shall be conducted in accordance with the classification of management posts, professional and technical posts and logistics posts.
The examination can take the form of written examination, interview and practical ability test.
The setting of examination content adheres to the principle of "taking use as the foundation" and "what to do and what to take an examination of", reflecting the characteristics of industry, specialty and post.
The written test mainly tests the comprehensive knowledge, professional knowledge and work skills necessary for the recruitment position. The interview mainly tests the business ability and comprehensive quality required to perform the job responsibilities. The practical operation ability test mainly tests the skills and operation level suitable for the post.
Twenty-third examinations are generally organized by the competent department of public institutions or the comprehensive personnel management department of public institutions. Conditional institutions can organize their own recruitment examinations with the consent of their competent departments.
Personnel examination institutions, talent service institutions and qualified third-party institutions affiliated to the human resources and social security department of the government may be entrusted by institutions or their competent departments to provide examination services for public recruitment of institutions. The entrusting unit shall perform the duties of the examination organization unit, strengthen supervision and management, and be responsible for the safety of the examination.
Twenty-fourth examination organizations shall formulate examination work rules according to the relevant provisions of personnel examination, standardize the proposition, examination, marking and scoring, and organize the examination according to the examination work rules.
Twenty-fifth written test results are generally published on the website of the recruiting unit or its competent department within 10 working days after the end of the written test, and candidates can check by ID number or admission ticket number.
Written examination organized by the competent department of public institutions and the comprehensive personnel management department of public institutions, and the written examination results are generally published on its portal website within 15 working days after the written examination.
Institutions or departments that recruit for similar positions many times within one year can explore the recruitment methods that are effective many times in the same year when the written test results are implemented.
Article 26 The interview organizing unit shall determine the interview candidates according to the methods specified in the public recruitment announcement.
If there is a vacancy in the interview candidate, other candidates can be filled according to the method of determining the interview candidate.
If a written test has been organized, the interview organizing unit shall publish the recruitment unit and position, the names of interviewers, written test scores and rankings and other information on its portal website or the website of its competent department before the interview.
Twenty-seventh interview organizers set up an interview panel of judges, the number of judges should be odd, generally 7. Management job interview, the number of judges of the recruitment unit and its competent department is generally not higher than 30%; In the interview of professional and technical posts and ground-working posts, the number of judges of the recruiting unit and its competent department is generally not higher than 50%. If professional content is involved in the interview, the judges should be mainly peer experts.
Improve the system of holding certificates for interview judges.
Twenty-eighth interview judges must independently score on the spot according to the requirements and evaluation factors determined during the interview topic proposition. Inform the candidates of the interview results on the spot.
Article 29 The recruiting unit or its competent department shall determine the candidates for inspection and physical examination according to the method specified in the recruitment announcement, and organize the inspection and physical examination. If the results of the inspection and physical examination directly affect the employment qualification, it shall inform the candidates in time, and if the candidates require written notification, it shall inform them in writing.
The candidates for inspection and physical examination can be determined according to the equal number or difference of the number of people to be hired in the recruitment position. If one person is to be recruited for the recruitment position, the number of candidates for physical examination can be determined as two; If more than one person is to be recruited, the difference ratio shall not exceed half. The specific determination method shall be specified in the public recruitment announcement.
There is no competitive position in the interview, and the interview score of the candidates for physical examination should be no less than 60% of the total interview score.
Thirtieth inspection organization shall formulate inspection plan, clear the contents and methods of inspection, and the inspection team shall have no less than 2 members.
The inspection should focus on ideological and political performance, moral quality, professional ability and work performance related to the job position, and verify the qualifications of candidates.
Article 31 The physical examination shall be conducted in a general hospital of Grade II or above. Physical examination standards generally refer to the general physical examination standards for hiring civil servants. If it is really necessary to adopt other physical examination standards, or physical and psychological tests, it shall be stated in the open recruitment announcement.
Article 32 Applicants who have doubts about the medical examination results shall refer to the medical examination requirements for the recruitment of civil servants in this province. The medical examination items that are reviewed on the spot or on the same day shall be applied on the spot or on the same day, and other items may apply for a review within 2 working days after receiving the notification of the medical examination results. The physical examination organization unit shall organize the reexamination of the applicants, and the results of the physical examination shall be subject to the reexamination conclusion.
Chapter VI Publicity and Employment
Thirty-third recruitment units or their competent departments shall, according to the results of examination, inspection and physical examination, collectively study and determine the list of persons to be employed.
The list of persons to be employed shall be publicized in the media that originally published the public recruitment announcement. The publicity time is not less than 7 working days. The publicity content includes the recruitment unit, job title, the name of the person to be hired, education background, major, graduation institution, current work unit, and the scores, total scores and ranking of the recruitment examination.
During the publicity period, if there is any objection to the personnel to be hired, it may be put forward to the recruiting unit or its competent department or the comprehensive personnel management department of the institution, and the accepting unit shall handle it in time.
The open recruitment between the deadline for registration and the announcement of the list of persons to be hired is generally completed within 50 working days. In case of special circumstances, it may be appropriately extended with the consent of the approval and filing department of the open recruitment plan. If a long-term recruitment announcement is issued, the list of persons to be employed shall be publicized in a timely manner.
Article 34 For the personnel to be hired after publicity, the recruiting unit shall, according to the personnel management authority, file with the comprehensive personnel management department of the institution and go through the relevant formalities, and then sign an employment contract with the personnel to be hired according to the regulations.
After the list of persons to be employed is publicized, if the candidates give up their employment qualifications without justifiable reasons, the recruiting unit or its competent department may cancel their qualification to apply for the unit or department again within one year after the list is publicized.
If the personnel to be employed enter into an employment contract with the recruiting unit for more than 3 years (including probation period), they shall serve in the recruiting unit for a minimum of 3 years (including probation period) in addition to dissolving the employment contract according to laws and regulations.
Article 35 If the post to be hired is vacant due to the following circumstances, the recruiting unit or its competent department may fill in the qualified personnel in various examinations in the way specified in the recruitment announcement and report it to the comprehensive personnel management department of the institution at the same level for the record:
(a) the applicant’s inspection or physical examination does not meet the requirements;
(two) the results of the publicity of the candidates to be hired affect the employment;
(3) The candidate to be hired explicitly abandons the employment;
(4) Other circumstances that lead to the vacancy of the post to be hired.
After the employment is approved or filed, it will not be replenished.
Chapter VII Discipline and Supervision
Article 36 Applicants who have husband-wife relationship, lineal consanguineous relationship, collateral consanguineous relationship within three generations, close in-laws and other relatives that need to be avoided shall not apply for management positions with direct superior-subordinate leadership relationship, or positions that are required to be avoided in the Provisions on the Avoidance of Personnel Management in Institutions.
If the person in charge of the employing unit and the open recruitment staff have the above-mentioned kinship with the candidates, or there are other circumstances that may affect the fairness of open recruitment, they should be avoided.
Thirty-seventh institutions and their competent departments shall bear the main responsibility for the open recruitment work organized and implemented. Colleges and universities are mainly responsible for the open recruitment organized by themselves.
When the comprehensive personnel management department of a public institution organizes a unified and open recruitment, it is mainly responsible for the work it is responsible for.
Article 38 The comprehensive personnel management department of public institutions and the competent department of public institutions shall strictly perform their duties in accordance with the prescribed authority, strengthen the guidance and supervision of open recruitment, establish a normalized supervision system, set up a supervision and reporting telephone number and email address, and accept relevant complaints or reports.
Organize the implementation unit to save the relevant materials of open recruitment according to the regulations. Examination organization plan, answer sheet, answer sheet, interview score sheet, video and other examination materials shall be archived for not less than 3 years in principle. Open recruitment plan and announcement, application materials of interviewers, investigation materials, publicity information and other materials shall be filed according to the requirements of personnel work files.
Thirty-ninth serious and open recruitment discipline. Any of the following acts shall be dealt with severely according to the regulations; If the case constitutes a crime, criminal responsibility shall be investigated according to law:
(1) The applicant forges or alters the certificate or certificate, or obtains the application qualification by other improper means;
(2) The applicant violates the rules and regulations during the examination, inspection and physical examination;
(3) Recruiting staff to instigate or condone others to cheat, or to participate in cheating in the process of examination, inspection and physical examination;
(4) Recruiting staff intentionally disclose confidential information such as examination questions and interview scoring elements;
(5) Recruiting staff to change the grading standards without authorization or not to mark papers according to the grading standards;
(six) the comprehensive personnel management department of the institution, the competent department of the institution and the staff of the institution violate the regulations, which affects the fair and just recruitment;
(seven) other circumstances in violation of national and provincial open recruitment regulations.
Fortieth candidates who violate the provisions of open recruitment shall be disqualified from examination or employment according to law according to the seriousness of the case; The employed personnel who violate the recruitment regulations shall, once verified, terminate the employment contract and be retired. If the circumstances are serious or especially serious, it will be recorded in the integrity archives of the open recruitment of candidates in public institutions.
Forty-first staff members who violate the provisions of open recruitment shall be punished according to the seriousness of the case, and they shall be stopped from continuing to engage in recruitment or transferred from recruitment posts within a certain period of time; Other relevant personnel who violate the provisions of open recruitment shall be investigated for responsibility in accordance with relevant regulations. If a crime is constituted, criminal responsibility shall be investigated according to law.
Forty-second institutions organize open recruitment without authorization or fail to organize open recruitment according to the prescribed procedures, etc., and the competent department of the recruiting unit or the comprehensive personnel management department of the institution shall order it to make corrections within a time limit; If the competent department of a public institution violates the provisions on open recruitment, the comprehensive personnel management department of the public institution shall order it to make corrections within a time limit. If no correction is made within the time limit, the directly responsible person in charge and other directly responsible personnel shall be punished according to laws and regulations.
If the violation is serious, the comprehensive personnel management department of the institution shall declare the recruitment result invalid.
Chapter VIII Supplementary Provisions
Forty-third central and state organs entrust local public recruitment for institutions in the Soviet Union, with reference to these measures.
Article 44 The plan of open recruitment of personnel with foreign nationality shall be reported to the comprehensive personnel management department of provincial institutions for approval, and the recruitment shall be conducted according to the relevant provisions of the state.
Article 45 These Measures shall be implemented as of the date of issuance. The Measures for Open Recruitment of Personnel in Institutions of Jiangsu Province (Su Ban Fa [2011] No.46) issued by the General Office of the Provincial Party Committee and the General Office of the Provincial Government in 2011 shall be abolished at the same time.
