Each has its own advantages and disadvantages, depending on the actual situation. First, based on professional development. Look at the differences in your major direction and discipline, choose a strong establishment suitable for your major direction, and if it is similar, definitely choose the employment system.
The second is based on salary. Look at the promotion space and salary after promotion.
Record-keeping system: Record-keeping system is an innovative management mode of public welfare second-class institutions. It can be understood as a new establishment, that is, floating establishment, which is better than contract system and slightly worse than employment system, but there is no difference in treatment and career establishment.
Is the record teacher better than the contract teacher?
The filing system is the contract system, which is relatively stable outside the system and there is no room for improvement in the future.
Relatively stable outside the system, very stable inside the system; The range of mutual choice of filing system is larger, and the range of internal choice is smaller; The filing system enjoys five insurances and no two funds, and is included in the preparation; The filing system has a high salary and the preparation is higher than the filing system; The future of the filing system is uncertain, not an iron rice bowl, but a broad future within the establishment. The treatment is good.
Measures for the management of personnel in the filing system?
I. Guiding ideology
(1) Deepen reform and innovate personnel management. With the goal of strengthening public welfare attributes and stimulating vitality, and invigorating the employment system of public hospitals as the core, we actively explore flexible mechanisms, strong supervision, ability to go up and down, and ability to enter and exit, reflecting the characteristics of public hospitals.
Vigorous filing system and personnel classification management system.
(2) Efforts should be made to promote the transformation of the employment mechanism. Focus on improving the employment system and post management system, comprehensively establish the employment system, implement the post management system, generally implement the open recruitment system and competitive recruitment system, and establish the assessment and reward system. Realize the transformation from fixed employment to contract employment and from identity management to post management.
(3) Strictly control the total amount and standardize the employment behavior. It is necessary to fully tap and make good use of the existing staffing potential in accordance with the requirements of "strictly controlling the total amount, revitalizing the stock and increasing or decreasing the balance". Increase the intensity of purchasing auxiliary post services from the society. Explore a new employment pattern in which the core backbone of public hospitals is included in the establishment guarantee and other medical technicians are put on record.
Second, the scope of application
These Measures shall apply to all kinds of public hospitals (excluding community hospitals and township hospitals) organized by the municipal government at the same level.
Three. Regulation and management of the total number of personnel
(1) Determination of the total number of personnel. According to the total number of public hospital staff determined by the preparation department in accordance with the regulations, it is dynamically adjusted every two years. During this period, it will serve as the legal basis and maximum limit for the total staff control and personnel management in public hospitals.
(2) The number of personnel controlled by the filing system. The total number of staff determined minus the original approved number of career establishment is the number of staff who implement filing system control in public hospitals. According to the changes in the establishment of public hospitals, the total amount of personnel control determined by their filing is adjusted synchronously and dynamically.
(3) Strictly control the total number of personnel. According to the requirements of "strictly control the total amount, revitalize the stock, increase or decrease the balance", the new filing system personnel and other types of personnel should not exceed the total number of approved personnel in principle, in combination with the new regulations on the establishment and management of innovative personnel, the reform of public hospitals, the endowment insurance system and the current employment situation of units.
(4) Strict qualification access system. In principle, the approved number of new personnel in public hospitals who implement the filing system is used to recruit urgently needed and scarce health professionals such as medicine, medicine, nursing and technology. Strictly implement the qualification access system for medical and health personnel, and may not recruit personnel who do not have professional qualifications, health professional and technical qualifications or professional qualifications.
Fourth, post setting
(1) post setting scheme. According to the post setting authority, procedures, structural proportion and the highest level stipulated by the state and the province, as well as the total number of staff in public hospitals, the post setting scheme of public hospitals is re-approved and information system management is implemented. According to the regulation of adjustment once every two years, dynamically adjust the post setting scheme of public hospitals.
(2) the proportion of post structure. Management posts are necessary posts in public hospitals, which are divided into leadership management posts and general management posts. Among them, the establishment of leadership and management positions shall not exceed the approved number of leadership positions. The proportion of professional and technical posts in the total number of posts in the unit shall not be less than 85%, and the proportion of management posts and logistics technical posts shall not exceed 15%.
(3) Employment of personnel. The basic conditions for the post employment of the filing system personnel shall be implemented with reference to the relevant provisions of the industry guidance and the implementation measures for the post setting management of public institutions in our city. Public hospitals should set up posts in strict accordance with post responsibilities, tasks and qualifications, and select the best candidates through open, equal and competitive procedures, and shall not exceed the approved total number of posts, structural proportion and the highest post level.
Verb (abbreviation of verb) employment contract
(a) the standard text of the employment contract. Public hospitals and employed personnel with filing system shall sign employment contracts for personnel with filing system in written form on the basis of equality, voluntariness and consensus, referring to the employment system of public institutions, and determine the employment relationship and the rights and obligations of both parties. The fixed format part of the contract shall be revised by the human resources department with reference to the staff employment contract, and the agreed terms shall be revised by the health and family planning department, and published online after legal review and demonstration.
(2) Contract term and probation period. The term of employment contract for filing system personnel is generally 3 years. The probation period is 12 months if the term of the employment contract concluded between the first-time employee and the institution is more than 3 years. The probation period is included in the labor contract. This contract is made in triplicate, one for the staff of public hospital and filing system, and one for the personal files of the staff of filing system.
(3) Termination of the employment contract. If the registered employee is absent from work for more than 65,438+05 working days continuously, or for more than 30 working days within 65,438+0 years, the labor contract may be terminated. If the probation period fails to pass the examination, the employment contract may be terminated; If the annual assessment is unqualified and does not agree to adjust the post, or if the annual assessment is unqualified for two consecutive years, the institution may terminate the employment contract with a written notice 30 days in advance; If the employee is dismissed, the labor contract shall be terminated.
Sixth, open recruitment.
(a) the implementation of open recruitment system. Public hospitals should adhere to the employment standards of having both ability and political integrity and putting morality first, implement the principles of democracy, openness, competition and merit-based, make information, process and results public, and openly recruit for the society.
(2) Management mode and division of responsibilities. Adhere to the combination of government macro-management and independent recruitment in public hospitals, and unify, standardize, guide and classify management. The human and social departments are mainly responsible for the business guidance, supervision and inspection of public hospital recruitment. The health and family planning department is responsible for the examination, guidance, organization, coordination, supervision and management of open recruitment in public hospitals.
(three) the organization and implementation of open recruitment. Public hospitals should set up recruitment organizations (composed of personnel, discipline inspection and supervision, staff representatives and relevant experts) to independently organize and implement open recruitment within the scope of the number of personnel controlled by the approval and filing system, in accordance with post responsibilities and qualifications, and in accordance with the principle of "what to do and what to test".
Seven. Treatment guarantee
(1) principle of treatment guarantee. After the public hospital filing system personnel are hired, the income distribution shall refer to the post performance salary system of public hospitals stipulated by the state and the province, and be implemented according to the principle of equal pay for equal work and equal treatment for the staff in the establishment and filing system.
(2) Various forms of distribution. While referring to the implementation of the post performance pay system, we actively explore various distribution methods such as total performance pay management, factor distribution and annual salary system. , determined by both parties through consultation when signing the labor contract.
(3) Social insurance and annuity. Public hospital filing system personnel shall participate in social insurance in accordance with the regulations, and the public hospital shall establish an annuity system with reference to the occupational annuity level of government agencies and institutions during their employment. Public hospitals and filing system personnel should pay social insurance premiums in full and on time according to regulations.
Eight. any other business
(1) Improve the financial subsidy mechanism. Combined with the actual situation of our city, establish and improve the financial subsidy mechanism combining fixed fees, medical care with fees and special subsidies, and approve relevant subsidy funds in accordance with the financial subsidy policy of public hospitals.
(2) personnel information system management. Using the current personnel information management system of public institutions, the employment contract, post employment, annual assessment and other personnel management business matters of selected personnel in public hospitals are filed and managed through the special database of real-name registration system.
(3) Applicable laws and regulations. According to the relevant laws and regulations on personnel management of national, provincial and municipal institutions, the personnel management system of personnel file system in public hospitals is formulated. Where there are provisions in these Measures, these Measures shall prevail. Other matters refer to the laws and regulations of the state, province and city on personnel management of relevant institutions.
(four) the measures for the implementation of this pilot project shall be interpreted by Zhenjiang Human Resources and Social Security Bureau and shall be implemented as of the date of issuance. Unless otherwise stipulated by the state and the province, such provisions shall prevail.