u3000u30001. Effectively strengthen leadership and create a good atmosphere
u3000u3000In order to effectively strengthen the organizational leadership of the open recruitment of new personnel in public institutions, our county has established a recruitment leadership team personally led by the main leaders of the county party committee and county government, and participated by the main leaders of the organization, personnel, establishment, discipline inspection and supervision, finance and other departments. The team listens to reports regularly or irregularly and conducts special research on major issues related to recruitment. The thinking is highly unified and promotes the extensive and in-depth development of recruitment work. Secondly, in accordance with the Civil Service Law, the "Interim Provisions on Public Recruitment of Personnel by Public Institutions" and other laws and regulations, and in light of local realities, we formulated and issued the "Opinions on Strengthening Personnel Management in Government Institutions and Public Institutions", which stipulates that the recruitment of staff by public institutions must be done by the person in charge. After the department's application plan is reviewed and approved by the personnel establishment department, the personnel department and the competent department will jointly organize and implement it. It also emphasized that for any public institution that violates regulations and adds personnel without authorization, the personnel and establishment departments will not handle the establishment and salary procedures. At the same time, we make full use of newspapers, television, the Internet and other media to vigorously publicize the significance, methods, and steps of open recruitment, guide people to establish a correct view of selection and employment, and create a good atmosphere for public institutions to implement open recruitment.
u3000u30002. Pay attention to the methods and steps, and strictly control the "four levels" of recruitment
u3000u3000First, strictly control the qualification review. When organizing registration, physical examination and recruitment, focus on reviewing the "three certificates" of the reference personnel, namely ID card, graduation certificate and qualification certificate. In response to the proliferation of fake diplomas and fake academic qualifications in the current society, we use online academic qualification verification, review of student status files, and contact with graduation schools for certification to verify the authenticity of diplomas to ensure that candidates' information is authentic and reliable. The second is to strictly control the examination. All written examinations and interviews will be conducted with closed questions and marking. The test questions are set by provincial higher education institutions or drawn from professional question banks. The test papers will be handed over to the Security Bureau for safekeeping immediately after they are retrieved. The examination room is arranged according to the college entrance examination standards and equipped with electronic cheating devices, making high-tech fraud impossible. Strict examination room discipline and severely deal with cheaters. During the interview, we refer to the interview standards for civil servants and combine the job nature proposition, interview and scoring of each hiring unit to ensure its fairness. The third is to strictly control physical examinations. The physical examination takes the form of off-site physical examination, usually in hospitals outside the county. Every time we organize a physical examination, we first gather the shortlisted candidates and then go there by bus. This ensures that the location of the physical examination is kept confidential and the physical examination discipline is strict, which prevents the occurrence of various disciplinary incidents. The fourth is to strictly control the inspection and recruitment. Focus on assessing the political ideology, moral character, professional ability, work performance and adaptability to the requirements of the recruitment position of the reference personnel, make assessment conclusions, and then make a collective decision.
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