Article 1 In order to strengthen the management of the industrial and commercial administration team, improve the overall quality and combat effectiveness of the cadres, and improve the competitive incentive mechanism, these Measures are formulated in accordance with the Provisional Regulations on State Civil Servants.

Article 2 The last adjustment of industrial and commercial administrative personnel refers to the personnel management measures that the administrative authorities for industry and commerce at or above the county level determine a certain number of the last industrial and commercial administrative personnel on the basis of the annual assessment of civil servants and the assessment of the target responsibility system of the industrial and commercial system, and promote the transformation and improvement of the last industrial and commercial administrative personnel through off-the-job training, post probation and post adjustment.

Article 3 These Trial Measures are applicable to all civil servants and workers in this Municipality's industrial and commercial administration system.

Article 4 The final adjustment shall be carried out under the unified leadership of the Party committees of the industrial and commercial bureaus at all levels (directly affiliated branch party organizations). The last adjustment work should adhere to the principle of the Party governing cadres, be realistic, open, fair and just.

The last adjustment should be based on the principles of strengthening team building, strengthening competition incentives, paying attention to education improvement and paying attention to positive education, so as to urge the last adjustment personnel to improve their quality, change their thinking, improve their style of work, love their posts and work hard, and carry out ideological and political work throughout.

Article 5 In any of the following circumstances, the industrial and commercial administrative personnel shall be directly designated as the final adjustment object:

(1) Violating the prohibitive provisions of the State Administration for Industry and Commerce and the Provincial Administration for Industry and Commerce, which is not enough for dismissal.

(two) the annual assessment of civil servants is determined to be incompetent;

(three) in employment and two-way choice of employment (major illness or other special

Except in cases);

(four) did not pass the post qualification examination;

(five) the administrative law enforcement fault is serious, and the administrative department for Industry and commerce at or above the county level.

That should bear the main responsibility;

(6) Being exposed by news organizations at or above the provincial level, and being verified to be mainly responsible; The main person in charge who is found to be at fault by unannounced visits, inspections and inspections by the provincial authorities and ordered to rectify by informed criticism;

(seven) can not be competent for the current work, and do not accept organizational arrangements;

(eight) by the party's serious warning or administrative demerit;

(nine) serious violation of work discipline, continuous absenteeism or overdue.

The return is not enough to dismiss;

(ten) there are other problems that need to be adjusted at the bottom.

Article 6 The objects to be adjusted at the bottom can also be determined in the following ways:

(a) the main person in charge of the unit whose target responsibility system evaluation is determined to be the last;

(two) in the annual democratic evaluation was rated as the last.

Article 7 Where the industrial and commercial administrative personnel are determined to be the last, the following adjustments shall be made:

(1) admonishing conversation. The main leaders of the unit will talk and warn.

(2) Full-time training. Since the next day to determine the last adjustment of personnel, by the county level

The above industrial and commercial bureaus shall organize and implement off-the-job training, and the training period shall not exceed 2 months. The training content includes political theory, code of conduct, laws and regulations, professional knowledge and computer skills. At the end of the training, an examination should be organized. Those who do not receive training without justifiable reasons are deemed to have left their jobs automatically.

(3) judicial work. For those who pass the training, the industrial and commercial bureau at or above the county level shall arrange a three-month probation post according to their working ability, professional level and post adaptability. After the probation period expires, the probation unit will assess and identify the probation personnel and report them to the Party organization of the relevant industrial and commercial bureau for approval. Those who pass the post-test can be used normally.

For the last person who only talks about admonishing, the admonishing period is 3 months.

Eighth training, job testing and organizational arrangements are not qualified, can be dismissed according to the relevant provisions.

Those who have been identified as the last regulator twice in a row shall be rated as incompetent in the annual assessment of that year.

Article 9. During full-time training, job probation and admonishing, only the basic salary will be paid to the last adjusted personnel, and other benefits and bonuses will be stopped. After officially taking up the post, the wages and benefits will return to normal, and the welfare bonus withheld during the period of leaving the post, trial post and admonishing will not be reissued.

Tenth to determine the bottom, according to the cadre management authority to choose the following forms of personnel adjustment:

(1) Post adjustment. Refers to the last person under a non-leadership position, who is transferred from an existing position to another position.

(2) Transfer at the same level. Refers to the last person who served as deputy chief, deputy chief (deputy director) and above, and was transferred to other departments and units to hold posts at the same level.

(3) Change the position to the right. Correct me, the last person in the deputy-level leadership position, adjust and change to a non-leadership position at the same level or remove the original position and keep the original level.

(4) demotion. Refers to the middle-level cadres who are determined to be the last to be adjusted, and their positions are reduced by one level.

(5) Exemption from probation. Refers to the middle-level cadres who are determined to be the final adjustment during the probation period and should be exempted from the probation period.

Eleventh industrial and commercial administrative personnel last adjustment work in principle once a year.

Twelfth the last adjustment object can be determined according to the level of middle-level cadres and ordinary cadres, and can also be determined according to grass-roots units and organs.

Thirteenth industrial and commercial administrative organs at all levels should strengthen the leadership, supervision and inspection of the last adjustment of industrial and commercial administrative personnel. Those who resort to deceit, engage in malpractices for selfish ends, take revenge or intercede for asylum shall be given disciplinary sanctions according to the seriousness of the case.

Article 14 These Measures shall be interpreted by the Municipal Administration for Industry and Commerce, and implemented by the personnel education, discipline inspection and supervision departments of the administrative departments for industry and commerce at or above the county level.

Fifteenth institutions and social organizations affiliated to the administrative departments for Industry and commerce at all levels shall be implemented with reference to these measures.

Article 16 These Measures shall come into force as of the date of promulgation.