The full text of the Measures is as follows:
Measures for the organization and management of civil servant recruitment interview (for Trial Implementation)
Chapter I General Principles
Article 1 These Measures are formulated in accordance with the Civil Service Law and the Provisions on the Employment of Civil Servants (for Trial Implementation) for the purpose of regulating the recruitment interview of civil servants.
Article 2 These Measures shall apply to the interviews of civil servants in non-leadership positions who are below the chief clerk and other equivalent positions in the examinations of organs at all levels.
Article 3 Interview work shall adhere to the principles of legality, fairness, impartiality, science and safety.
Article 4 The interview shall be organized and implemented by the competent department of civil servants at or above the provincial level, and may also be entrusted to the recruitment agency at or above the provincial level or the municipal competent department of civil servants authorized to set up districts.
According to the division of responsibilities, personnel examination institutions can undertake interviews and other related work.
Article 5 The organization and implementation of the interview shall work out the work plan, and define the interview method, implementation steps and processes, requirements for setting the examination room, the life core monument system, the management of interview questions, the responsibilities of interviewers, etc.
The second chapter interview questions life system and management
Article 6 Interview questions shall be ordered or reviewed by the competent department of civil servants at or above the provincial level. Personnel examination institutions at or above the provincial level shall undertake interview questions and other related work according to the division of responsibilities. You can also entrust specialized agencies to undertake support services such as interview question system.
Entrusted by the central competent department of civil servants, the central level recruitment agency can organize and order interview questions suitable for its own unit (system).
Seventh life interview questions should make a work plan, scientifically set interview evaluation factors, test paper structure, question quantity and so on. The evaluation elements are determined according to the ability and quality required by the recruitment position.
Article 8 A test paper ordering unit shall order, collect, evaluate and match test papers in accordance with proposition specifications, and prepare interview papers.
Interview questions generally include interview questions, evaluation factors, scoring reference and so on.
Article 9 Interviewing propositioners should be familiar with the civil service recruitment system and related policies, propositional norms and requirements, master certain theories and techniques of talent evaluation, and have the propositional ability and level of corresponding questions.
Article 10 The propositional place shall meet the requirements of confidential working conditions. Special equipment should be used in the proposition, and the equipment and proposition materials should be kept by special personnel.
Eleventh interview questions should be printed by the unit with the qualification of printing state secrets.
Twelfth interview questions should be packaged and distributed in accordance with unified specifications, and be delivered, handed over, kept, distributed and used in strict accordance with the prescribed procedures and requirements.
Thirteenth in the process of transmission, handover, storage, distribution and use of interview papers, there are major anomalies such as leakage, leakage, etc., and effective measures should be taken immediately to control the development of the situation, find out the scope and reasons of leakage, and report to the competent department of civil servants at or above the provincial level.
Fourteenth interview papers after use, should be promptly recovered, kept until the end of the interview, and destroyed in accordance with state secrecy regulations.
Chapter III Management of Interview Examination Room
Fifteenth interview examination room should be set in a relatively independent, quiet and convenient place, and meet the requirements of safety management.
Interview room, waiting room, preparation room, examination office, etc. According to the needs, all areas are closed for management.
Sixteenth during the interview, it is forbidden to use all kinds of electronic, communication, computing, storage and other equipment in the interview examination room, except for the relevant equipment necessary for the organization and implementation of the interview.
Interview examiners, candidates and relevant interview staff should hand over prohibited equipment such as mobile phones to designated staff for unified custody.
Seventeenth interview room should be equipped with video or audio recording equipment to record the whole interview process.
Chapter IV Management of Interview Examiners
Eighteenth interview examiners should have good political quality and rich experience in personnel management and talent evaluation. Or have a certain number of years of working experience in the organs, have good conduct, be fair and upright, consciously abide by laws and regulations, strictly observe work discipline and abide by the code of conduct.
As an interview examiner, in addition to the above conditions, you should also be able to speak Mandarin, articulate and express fluently.
Nineteenth before serving as an interview examiner, you should generally participate in special training for civil servants at or above the provincial level, and the training time should not be less than 16 hours. After the training, those who pass the exam will be awarded the qualification certificate of interview examiner.
Article 20 The competent department of civil servants at or above the provincial level shall record and register the interview examiners' participation in training, interview times and their behaviors, honesty and self-discipline. Regularly evaluate the performance of duties. If the evaluation results are unqualified, they may not continue to serve as interview examiners.
Chapter V Management of Interviewers
Twenty-first according to the needs of the interview work, equipped with marking, timing, grading, guidance, technical support and security and other related staff. Each interview room should be equipped with 1 supervisors.
Twenty-second interview staff should have good political quality, ideological and moral character and high professional ability, can conscientiously perform their duties, abide by relevant regulations, and be honest and self-disciplined.
Twenty-third interview staff should receive necessary training and be familiar with interview requirements and procedures.
Chapter VI Management of Interview Candidates
Twenty-fourth before the interview, the authenticity of the relevant materials and information submitted by the candidates should be checked. Where the relevant materials and main information are untrue and affect the results of qualification examination, the interview qualification will be cancelled in accordance with relevant regulations.
Twenty-fifth interview candidates should abide by the discipline of the interview room, obey the management of the interview staff, and participate in the interview in good faith.
Twenty-sixth candidates have the right to know the interview requirements and precautions in advance, and enjoy the right to know and the right to equal competition.
Chapter VII Interview Implementation
Article 27 An announcement shall be made before the interview. The interview announcement shall specify the list of interviewers, the position to apply for, the interview time, the interview place, the contact information and other matters needing attention.
Twenty-eighth interview methods are mainly structured interviews and leaderless group discussions, and other evaluation methods can also be used.
Twenty-ninth interview, an interview examiner group shall be established. Interview examiner group generally consists of 7 examiners, including 1 examiner.
Thirtieth candidates who apply for the same position are arranged in the same examiner group in principle and use the same set of interview papers for interviews.
Thirty-first before the interview, the examiner and candidates should draw lots to determine the interview room and interview order. If there are only 1 interview examiner groups, the examiner will draw lots to decide the difference.
Article 32 The competent department of civil servants and the recruitment agency shall reasonably determine the interview time limit according to the job characteristics, interview methods and exam questions, so as to ensure that the quality of candidates is effectively tested.
Article 33 An interview shall be conducted in accordance with the prescribed procedures. The interview is presided over by the examiner, who scores the candidates according to the requirements of the interview papers and signs for confirmation.
Thirty-fourth invigilators and interview supervisors shall supervise the performance of duties and the implementation of examination discipline by all invigilators in this interview room, and sign the score sheet for confirmation. If the interview supervisor does not arrive at the interview site, no interview shall be conducted. Without the supervisor's signature, the interview result is invalid.
Article 35 The staff shall calculate the interview results of the candidates according to the prescribed scoring method, and notify the candidates according to the prescribed time and manner.
Chapter VIII Security and Confidentiality
Article 36 The competent departments of civil servants and recruitment agencies shall establish and improve the interview safety work system, strengthen the management of interview-related materials and information, and ensure their safety and accuracy.
Thirty-seventh interview papers and related materials shall be managed in accordance with the classification prescribed by the state.
Materials (including data, audio-visual materials, etc. ) formed in the process of interview organization, filed and kept by special personnel until the probation period of new employees expires.
Article 38 The personal information of candidates shall be protected. Any information involving the personal privacy of candidates shall be strictly controlled according to relevant regulations and shall not be announced to the public.
Thirty-ninth interview proposers, interview examiners, interview staff and interview candidates shall abide by the confidentiality provisions and requirements.
Chapter IX Discipline and Supervision
Fortieth interview examiners, interview staff, and interview proposers should be withdrawn under any of the circumstances listed in Article 70 of the Civil Service Law.
Forty-first violations of interview discipline shall be dealt with by the competent department of civil servants, recruitment agencies or their units in accordance with the management authority and relevant regulations.
Forty-second interviews are not organized according to these measures, and the competent departments of civil servants at or above the provincial level shall order them to make corrections or declare them invalid according to relevant regulations. If it is declared invalid, the interview will be reorganized.
Forty-third civil service departments and recruitment agencies should increase the transparency of interview work, take the initiative to accept candidates and social supervision, and promptly accept letters, visits and reports.
Chapter X Supplementary Provisions
Forty-fourth according to the civil service law management organs (units) staff recruitment and interview, in addition to the ground staff, with reference to these measures.
Forty-fifth provincial departments in charge of civil servants shall, in accordance with these measures, formulate detailed rules for the implementation of the recruitment interview of civil servants within their respective jurisdictions.
Article 46 These Measures shall come into force as of the date of promulgation.