Notice of Department of Human Resources and Social Security of Hainan Province and Hainan Provincial Public Security Department on Issuing the
Measures for the Implementation of Open Recruitment of Staff by Public Institutions in Hainan Province
Human Resources and Social Security Bureaus and Public Security Bureaus of Cities, Counties and Autonomous Counties, and departments concerned directly under the province,
In order to further deepen the reform of personnel system in public institutions and establish an open recruitment system for public institutions compatible with the Hainan Pilot Free Trade Zone and the Free Trade Port with Chinese characteristics, we have formulated the Measures for the Implementation of Open Recruitment of Staff by Public Institutions in Hainan Province in accordance with the Regulation on the Personnel Management of Public Institutions and other regulations, in addition to the actual conditions of our province. These Measures are hereby issued for you to carry out earnestly.
Department of Human Resources and Social Security of Hainan Province and Hainan Provincial Public Security Department
December 25, 2018
(This document is actively disclosed)
Measures for the Implementation of Open Recruitment of Staff by Public Institutions in Hainan Province
第一章 总 则
Chapter 1 General Provisions
Article 1 In order to further deepen the reform of personnel system in public institutions and establish an open recruitment system for public institutions compatible with the Hainan Pilot Free Trade Zone and the Free Trade Port with Chinese characteristics, we have formulated the
Measures for the Implementation of Open Recruitment of Staff by Public Institutions in Hainan Province(hereinafter referred to as these "Measures") in accordance with the Regulation on the Personnel Management of Public Institutions and the Interim Provisions on Open Recruitment of Personnel by Public Institutions, in addition to the actual conditions of our province.
Article 2 These Measures apply to the recruitment of staff by public institutions established with the approval of the establishment department (except public institutions managed with reference to the Law on Civil Servants).
The public institutions shall make open recruitment of leaders in accordance with the national and our provincial provisions.
Article 3 Public institutions shall recruit new personnel through open recruitment, except for the policy-based placement by the state, the appointment by superiors in accordance with the personnel management authority of cadres, and the selection and appointment of staff otherwise for secret-related positions.
Article 4 Open recruitment shall adhere to the standards of equal stress on integrity and ability, implement the principles of openness, equality, competition and merit-based selection, and stick to the combination of macro-management and implementation of the right to choose and employ employees in public institutions, for the purpose of unified regulation, targeted guidance and hierarchical management.
Article 5 Open recruitment shall be carried out within the total number of positions established and approved, except for high-level talents in urgent need.
Article 6 The general personnel management departments of public institutions are the competent authority for open recruitment, in charge of the general management of open recruitment in public institutions. The competent departments of public institutions shall be responsible for the administration, supervision, coordination and service of recruitment in those subordinate ones, under the guidance of the general personnel management departments of public institutions at the same level.
Article 7 Open recruitment may be organized and implemented by the recruiting units, the competent departments of the recruiting units or the general personnel management departments of public institutions. The recruiting units (departments) shall assume the primary responsibility for open recruitment in accordance with these Measures.
Article 8 The recruiting units (departments) shall set up an open recruitment organization made up of their leaders, organization and personnel, discipline inspection, employee representatives and experts to be specifically responsible for the organization and implementation of recruitment.
Chapter 2 Recruitment Scope, Conditions and Procedures
Article 9 The open recruitment of staff by public institutions shall be open to the public, and all those qualified may apply for the position.
Article 10 Candidates must meet the following basic requirements:
(1)To have the nationality of the People's Republic of China;
(2)To abide by the Constitution and laws;
(3)To have good conduct and professional ethics;
(4)To have the educational background, professional or technical qualifications required for the position;
(5)To be of a physical condition suitable for the position;
(6)To meet other conditions required by the position.
Candidates for professional and technical posts and managerial posts should generally have a college degree or above; those applying for the workers and handymen should generally hold a technical secondary school, polytechnic school or high school diploma.
Where otherwise provided for the qualifications of candidates, such laws, regulations and rules shall prevail.
Article 11 No discriminatory or directed job conditions shall be set in the open recruitment.
Article 12 In case of any of the following circumstances, candidates are not allowed to apply for the position:
(1)Those not removed from party and/or government discipline or under disciplinary review;
(2)No expiry of the time limit for criminal punishment or being investigated on suspicion of illegal activities;
(3)Disciplinary and delinquent violations in the recruitment of civil servants or the open recruitment of public institutions and no expiry of the penalty term;
(4)Civil servants or staff members of public institutions on probation or not served the minimum length of service;
(5)Dishonest persons subject to enforcement;
(6)Other circumstances not to be applied for as stipulated by laws and regulations.
Article 13 The open recruitment shall be in accordance with the following procedures:
(1) Make an open recruitment program;
(2) Approve the open recruitment program;
(3) Announce the job posting;
(4) Organize registration and review the qualifications of candidates;
(5) Carry out examination and assessment;
(6) Do physical examination and investigation;
(7) Identify the personnel to be employed;
(8)Keep the public informed of the personnel to be employed;
(9)The recruitment results to be approved by the general personnel management departments of public institutions at the same level; and
(10) Sign the employment contracts and go through the employment formalities.
Chapter 3 Recruitment Program
Article 14 The open recruitment program shall be formulated by the recruiting unit (department) according to their job demands, staffing and position vacancies, mainly including:
(1) Basic information of the recruiting unit;
(2) Composition of the recruitment organization;
(3) Recruiting object, recruitment scope, qualifications, and recruiting numbers;
(4)Registration method, time, place, and materials to be provided;
(5)Time and requirements for qualification examination;
(6) Examination organization, contents, and method for score calculation;
(7)Recruitment information release methods and channels;
(8)Physical examination and investigation;
(9) Recruitment discipline and hotline for consultation, supervision, and public report;
(10)Treatment of those to be employed; and
(11)Other information to be explained.
Article 15 The open recruitment program of public institutions directly under the province shall be put on record by the general personnel management departments of provincial public institutions; the open recruitment programs of public institutions subordinate to the provincial departments shall be approved by the competent departments and submitted to the general personnel management departments of provincial public institutions for the record. The recruitment programs of public institutions under the system of provincial vertical management departments shall be formulated uniformly by their provincial competent departments and submitted to the general personnel management departments of provincial public institutions for the record. The recruitment programs of public institutions in cities and counties must be approved and put on record by their general personnel management departments before implementation.
Article 16 The discipline setup must match the job recruitment. In principle, the discipline requirements should be determined leniently, the same post can set one or more similar disciplines to suit the job requirements, and qualifications can also be set according to discipline categories. Those positions without discipline requirements can be open to any discipline.
The discipline name should be accurate and standard. Please refer to the informative directory of disciplines for the examination and recruitment of civil servants in our province, or the directory of disciplines issued by the education departments, but the informative directory of disciplines should be specified in the Job Posting.
Chapter 4 Job Posting and Qualification Examination
Article 17 The recruiting units (departments) shall make job posting according to the recruitment program approved and put on record, and publish them simultaneously on the web portal of the general personnel management departments, the competent departments of public institutions at the same level and the recruiting units. The job posting period shall not be less than 7 days.
Article 18 The job posting should include the following:
(1) Brief introduction of the recruiting unit;
(2) The position, discipline, number and treatment of personnel to be recruited;
(3) Recruiting object, scope and qualifications of candidates;
(4) Registration time and place and materials to be submitted;
(5) Test method, time and place and method of score calculation;
(6)Physical examination, investigation, publicity, application for employment and other situations to be explained.
Article 19 Once issued, the job posting shall be strictly implemented, but not changed without permission. If the change is really necessary, it is required to give reasons for change and issue a supplementary announcement after being approved by the general personnel management departments of public institutions at the same level.
Article 20 Both online and on-site registration are available, and the registration time shall not be less than 7 days.
Article 21 Those already established personnel (labor) relations with the employers should obtain the consent of their employers before registration, and if necessary, seek the approval by the competent departments of their employers. In registration, candidates should provide the materials required by the job posting. Fresh graduates not yet graduated should provide the certificates issued by their universities or colleges.
Article 22 The recruiting units (departments) shall complete the pre-qualification of candidates within 10 days after the deadline for registration, and review their qualifications before the interview, and the review results should be announced in time.
The qualification examination runs through the whole process of the open recruitment. Those who violate the recruitment regulations, such as falsification or ineligible for registration, shall be disqualified once found.
Article 23 The recruiting units (departments) can inform candidates of the test time, place, matters for attention and other relevant contents by issuing admission tickets and publishing online announcement.
Chapter 5 Examination and Assessment
Article 24 The open recruitment examination generally includes written test and interviews.
The written test shall be a closed-book exam. The written test for professional and technical posts and managerial positions is mainly based on the professional theory knowledge required by actual posts, plus the content of public basic subjects; the written test for the ground skilled staff is mainly based upon the operational theory knowledge required by the actual posts.
The interview may be structured interview, expertise test, leaderless group discussion, on-site defense, scenario simulation, and actual operation etc. It is mainly designed to evaluate the comprehensive quality and practical operation ability of the candidates to meet the actual post requirements.
Article 25 The written test can be organized only when the ratio between the recruiting number and the number of candidates eligible for the entry qualifications is not less than 1:3 in principle; if less than 1:3, the recruiting number of the post shall be cut or even cancelled.
The ratio of written test takers to public institutions in villages and towns can be reduced to 1:2; approved by the general personnel management departments of public institutions at the same level, the ratio of written test takers may be appropriately reduced or even not set for the posts in the special industry, disciplines in short supply or with high level requirements and hard to compete; the assessment recruitment, open recruitment on campus may not set the ratio of written test takers.
Article 26 The organizational implementation procedures and methods of written test and interview as well as the structure of examiners shall be executed in accordance with the regulations of our province.
Article 27 The scores of written test and interview shall be hundred-mark system, and the qualifying score should be defined. The qualifying score of written test should not be lower than the average score of the written test takers. The qualifying score of interview should not be less than 60 points. The publicity period of the written test results and the qualifying scores shall not be less than 3 days.
Article 28 Interview candidates for qualification review shall be selected from those with higher scores than the qualifying score of written test, from high to low. If more than 10 employees are to be recruited, the number of candidates for interview should be identified at a ratio of 1:2; in case of 9 or fewer employees, the number of candidates for interview should be identified at a ratio of 1:3. If any, the tie at the last place will be reviewed for interview qualification. In case of failure to reach the prescribed proportion, candidates at or above the qualifying score of the written test should be interviewed for qualification review. Vacancies arising from voluntary discontinuation or disqualification shall be replaced according to the written test scores from high to low, and the replacement list shall be announced 3 days before the interview.
The recruitment units (departments) shall promptly announce the candidates who have passed the qualification review for interview. The results of the interview shall be announced on the spot.
Article 29 The final score is a hundred-mark system, based upon the scores of the written test and the interview (generally at a ratio of 6:4). If the final score is tied, the ranking order shall be determined according to the score of written test. The test scores of candidates should be announced after the interview.
The written test and interview are encouraged to be video and audio recorded for future reference. The video and audio recordings should be kept for not less than 12 months.
Article 30 The recruiting units (departments) may entrust the examination services, talent service agencies, vocational skills appraisal departments and qualified profit-making human resource services under the human resources and social security departments of our government to provide the examination service. Where qualified profit-making human resource services are entrusted to provide the examination service, the examination proposition and the organization and implementation of exam affairs must not be relied on the same human resource service.
Article 31 Assessment recruitment is a special form of open recruitment, where the recruiting units (departments) may make comprehensive assessment to the candidates directly from the ideological and political behaviors, moral character, business capability, work performance and other aspects in accordance with the national and our provincial provisions. The assessment recruitment may be carried out under the following:
(1)Talents with doctoral degrees or senior professional and technical qualifications;
(2)Talents with master's degree or above or intermediate or above professional and technical qualifications recruited by the public institutions in cities and counties (excluding Haikou and Sanya) and provincial counties (excluding Haikou and Sanya);
(3)Those with vocational qualifications of technician or senior technician and engaged in the same type of work as the job recruitment for more than 5 consecutive years;
(4)The personnel for special posts recruited by public institutions in qualified remote counties and townships, ethnic minorities and impoverished cities and counties, as well as in towns and townships;
(5)The urgently needed professionals to be hired in the professional and technical posts;
(6)Spouses of high-level talents qualified for the position;
(7)Those who have completed and passed the examination of the "Three Supports and One Assistance", "College-Graduate Village Official" and "College Student Volunteer Service Program for Central and Western China" and have undertaken to continue serving at the grass-roots level for more than 3 years. Public institutions in cities and counties may organize targeted assessment recruitment for the staff serving grass-roots projects in their cities and counties, or for those of a certain project serving grass-roots projects; and
(8)Other circumstances in line with the requirements of assessment recruitment.
Article 32 The recruiting units (departments) shall standardize the examination paper designing, printing, sealing, handover, storage, unsealing and examination in accordance with the provisions of the national examination confidentiality. In case of any breach of confidence during the examination, measures shall be taken timely and reports made to relevant authorities.
Article 33 Recruiting units (departments) can organize the open recruitment on campus for fresh college graduates inside and outside our province. The open recruitment on campus may shorten the registration time appropriately and simplify the recruitment procedures, and the recruiting units (departments) can decide the order of written test and interview at discretion. If the candidates pass the examination (assessment), the recruiting units (departments) may sign employment agreements with them on the spot, and then go through their employment formalities after graduation.
Article 34 The extra point conditions must not be set unless otherwise specified by the national or out provincial policies.
Chapter 6 Physical Examination and Investigation
Article 35 The recruiting units (departments) should, based upon the recruiting numbers, identify the candidates for physical examination from those meeting the qualifying score for interview, according to the total score from high to low. The job vacancies arising from any waiver of the physical examination or unqualified check-up can be replaced by those applying for the same position and meeting the qualifying score for interview, according to the total score from high to low.
Article 36 The recruiting units (departments) shall inform the candidates in advance of the time of and precautions for physical examination. Physical examination should be done in a general hospital at or above the county level. Prior to the promulgation of the physical examination standards for openly recruited staff in public institutions, reference is made to the general physical examination standards for civil servants. Where otherwise provided for the physical qualifications, such laws, regulations and competent departments of industries shall prevail. In case of any special requirements for physical examination, the job recruitment shall be approved by the general personnel management departments of public institutions and made clear in the job posting.
Article 37 The candidates should be informed of their results of physical examination in time. If the candidates have any objection to the results of physical examination, they may request the recruiting units (departments) for a re-examination within 3 days from the date of receipt of their results. The re-examination shall be done in another medical establishment of the same level. The results of re-examination shall prevail, and the discipline inspection and supervision personnel shall be present in the re-examination.
Article 38 The recruiting units (departments) shall select the candidates according to the results of test, assessment and physical examination. It is mainly to investigate the ideological and political behaviors, moral character, business capability, job performance and legal compliance.
Chapter 7 Publicity and Employment
Article 39 The recruiting units (departments) shall determine the candidates to be employed using the method of collective research by leading members, according to the results of test, assessment and physical examination.
Article 40 In case of any vacancy due to any of the following circumstances, the candidates applying for the same post and with qualifying score in interview can replace such vacancy according to their total scores from high to low. However, after the expiry of publicity period, no replacement is allowed.
(I)The investigation proves failure to meet the requirements;
(II)The candidate to be hired waives the employment during the publicity; and
(III)The results of publicity has affected the employment of the candidate.
Article 41 The recruiting units (departments) shall publicize those to be employed through their portal websites, including the name of institution, job recruitment and the basic information of the candidates to be employed. The publicity shall, at a minimum, last for 7 days. In case of any dispute during the publicity period, the recruiting units (departments) shall make investigation and settlement, the results of which shall be submitted timely to the general personnel management departments of public institutions at the same level.
Article 42 Where there are no objections or problems after investigation after the expiration of publicity period, the recruiting units (departments) shall, within 10 working days, submit the Registration Form of Openly Recruited Staff of Public Institutions in Hainan Province,Roster of Openly Recruited Staff of Public Institutions in Hainan Province, the exam results of the proposed candidates, the minutes of the meeting for the collective research of the proposed candidates and other materials to the competent department for review, and then to the general personnel management departments of public institutions for approval. For those qualified for employment, the recruiting unit shall issue the Employment Notice of Openly Recruited Staff of Public Institutions in Hainan Province and keep the Registration Form of Openly Recruited Staff of Public Institutions in Hainan Province in their archives.
Article 43 The recruiting units (departments) shall, in accordance with relevant regulations, go through the registration formalities for the candidates in time.
The legal representative of the open recruitment unit or its authorized agent signs an employment contract with the candidates to establish the human relations.
Article 44 A probationary period shall be specified for those openly recruited by the public institutions, and included in the term of the employment contract. Those who pass the assessment after the expiry of probationary period will be formally employed; in case of failure to pass the assessment, the employment shall be cancelled.
Article 45 The employees can go through the formalities such as party (league) relationship, archives and household registration transfer with the Registration Form of Openly Recruited Staff of Public Institutions in Hainan Province.
Chapter 8 Discipline and Supervision
Article 46 Open recruitment should practice the challenge system.
Candidates who have conjugal relationship, direct blood relationship, collateral blood relationship up to three generations or close marriage relationship with the leaders of public institutions shall not apply for posts of secretary, personnel, finance, discipline inspection and supervision of the public institutions, as well as those with direct relationship of direct superiors and subordinates.
The leaders and recruiters of public institutions shall withdraw from the open recruitment if they have the above-mentioned kinship or have other matters that may affect the fairness of recruitment.
Article 47 The open recruitment shall be open to the public in terms of information, process and results, and subject to the supervision of the society and discipline inspection and supervision departments etc. The general personnel management departments and the competent departments of public institutions shall conscientiously perform their supervisory duties, stop and correct timely the behaviors violating personnel discipline and these Measures in the process of open recruitment, thus ensuring the fairness and justice of open recruitment.
Article 48 The disciplinary violations of open recruitment shall be dealt with in accordance with the Regulations on the Handling of Disciplinary Violations in Open Recruitment of Public Institutions.
第九章 附 则
Chapter 9 Supplementary Provisions
Article 49 The recruiting units (departments) shall establish a public opinion monitoring mechanism for open recruitment, formulate contingency plans for unexpected events, and accept relevant complaints or reports timely. Major public opinions shall be timely disposed of and reported as required.
Article 50 These Measures shall apply to the open recruitment of Hong Kong, Macao and Taiwan residents, the replacement of ground skilled staff in Party and government offices at all levels, and public institutions managed with reference to the Law on Civil Servants.
Article 51 The public institutions should recruit foreigners in accordance with the national and our provincial regulations.
Article 52 The Department of Human Resources and Social Security of Hainan Province is responsible for the interpretation of these Measures.
Article 53 These Measures shall come into force as of the date of promulgation, and the Implementation Measures for Open Recruitment of Personnel by Public Institutions in Hainan Province(QRSF  No.100) shall be annulled at the same time. In case of any discrepancy between other documents on open recruitment of public institutions in our province and these Measures, the latter shall prevail.