Selection of post competition implementation scheme 1
I. Competition standards
1, worked as a waiter for more than six months;
2. I was chosen as the service star of the month.
3. The guest has no major complaints; Having made no mistakes or above in the work of that year;
4. Proficient in business skills and good service skills. Winners of previous skill competitions will be given priority under the same conditions.
Second, the procedures and methods of competitive recruitment
1. Registration:
Those who meet the competition conditions and are interested in competing for the position of foreman, please register with this department, and report to the employee department after the summary of this department.
2. Qualification examination
According to the list submitted by the department, the employee department will review the qualifications of the applicants according to the competition standards, and those who pass the examination will be determined as formal competition personnel.
3. Democratic assessment
The employee department will organize democratic appraisal of the contestants: the contestants will give speeches and the representatives selected by the Food and Beverage Department will grade the contestants.
(Number of delegates: 6 VIP buildings; 4 fat cows; There are five Chinese restaurants and five porridge shops in the main building, and the representatives are elected by the department)
The score of democratic appraisal accounts for 40% of the comprehensive score.
4, the actual operation assessment
Observe the actual operation of the contestants (set the table for Chinese food), and the food and beverage director, food and beverage department manager, a VIP building and main building floor manager evaluate the contestants.
The actual operation of grading.
Its score accounts for 30% of the comprehensive score.
Step 5 interview
The general manager, the food and beverage director, the food and beverage department manager, the VIP building and the first floor manager of the main building will assess the professional ethics, business ability and adaptability of the contestants.
The assessment score accounts for 30% of the comprehensive score.
6. Publicity:
Take the top 4 bidders with comprehensive scores for publicity, and the publicity period is seven days.
During the publicity period, if you have any objection to the publicity personnel, please report it to the employee department in the form of the title of the book, and the employee department will carefully verify it according to the situation and assume the confidentiality responsibility for the informant.
If the situation is true, there will be a fifth person to replace it, and so on. (The publicity period of the fifth contestant is less than 7 days)
Selected Post-Games Implementation Plan II
First, the purpose of competition
In order to give employees a promotion platform, let potential employees better display their talents, give full play to their talents, inspire other employees, and fully embody the company's management philosophy of "people-oriented, pursuing Excellence", the following competitive employment plan is formulated.
Second, the implementation principle
1, principle of openness, fairness and merit-based appointment: effective selection of comrades with good foundation and strong sense of responsibility for leadership positions in the form of individual application and open election;
2. The principle of having both ability and political integrity and improving quality: choose employees who have professionalism and good professional ethics, are familiar with post management business and operational procedures, and have good coordination and communication skills;
3. Self-recommended registration and organizational decision principle: the competitive personnel voluntarily register and submit their recent work performance and achievements, performance ideas, understanding of competitive positions, work ideas and goals. The human resources department of the company and the department where the employees are competing put forward assessment opinions, and the reserve candidates are finally determined through collective research by the leadership;
4. Principle: In the process of competitive recruitment, if all the personnel competing for the position do not meet the job requirements, the position is vacant, and the recruitment information of the position is released outside the company for external recruitment.
Third, the competition organization division of labor
1. competition leading group: team leader: general manager of the company.
Member: Vice President and Assistant General Manager of the Company.
Main responsibilities: responsible for the leadership and overall arrangement of competitive recruitment activities to ensure that competitive recruitment is objective, fair and reasonable.
2. Competition and Qualification Evaluation Team: Team Leader: Head of Human Resources Department: Human Resources Department and Enterprise Management Department.
Main responsibilities: ① Responsible for the registration, organization, coordination and on-site hosting of this competition. (2) Responsible for qualification examination of applicants.
3. Competing for the team leader: the general manager of the company.
Members: deputy general manager, assistant to the general manager, project or department manager, personnel of human resources department. Their main duties are: to examine the work statements of the contestants, ask questions on the spot, and supervise the fairness and authenticity of the competition results. Four. Competitive positions and number of people
Security monitor1; Accommodation monitor1; Maintenance monitor1; Clean the monitor 1.
Verb (abbreviation for verb) competes for the position.
1. All employees of the company who have no serious disciplinary record in the past six months;
2. Good ideological and political quality, strong sense of professionalism and responsibility, hard work, obvious performance, and high recognition among colleagues;
3. Have certain organization and coordination ability, give full play to work enthusiasm, and have relevant knowledge and work experience in this position;
4. Able to complete tasks with good quality and quantity, properly coordinate the working relationship with relevant departments, have pioneering and innovative ability in work, and have good decision-making and solving ability for problems arising in work;
5. Solid style, fair and upright, healthy, energetic, self-disciplined, honest and self-disciplined, and team spirit.
Procedures and steps of competitive recruitment of intransitive verbs
(1) Open registration
1. Any employee who voluntarily recommends registration must fill in the post competition application form and attach personal recommendation materials of not less than 800 words (recommendation materials include personal resume, study experience, work experience, personal business technology or management knowledge, self-evaluation of ability, understanding of competitive positions, work ideas, work objectives, etc.). ), the post competition registration form is collected from the project comprehensive department.
2. The printed (my signature) and electronic documents of the post competition registration form should be dated.
It was submitted to the human resources department of the company a few days ago, and those who failed to submit it within the time limit were deemed to have given up the competition.
(2) Qualification examination
1. According to the requirements of competitive recruitment, the human resources department of the company conducts qualification examination for those who sign up for competitive recruitment, preliminarily determines the candidates who will participate in competitive recruitment, and makes public announcement three days before competitive recruitment after being approved by the general manager of the company.
2. Qualification examination should be completed months ago.
(3) Competitive speech and defense
1, competitive speech time: month, day
2. Competitive speech: During the competitive speech, each candidate makes an 8-minute job-hunting statement according to the serial number extracted from the site, which includes: personal basic situation, past work performance, competitive advantages and disadvantages analysis, understanding and working ideas of the new position, specific goals and implementation measures, etc. Through the speech, focus on the understanding of competitors, work ideas, work objectives, management concepts.
3. Competitive defense: After the competitive speech, the members of the competitive leadership team will randomly ask questions to the competitors, including professional theory, practical knowledge, work standards, situational question and answer, management ability, etc. Participants need to improvise and answer questions raised by the examiner. Competitive defense mainly examines competitors' psychological reflection ability and logical thinking ability, as well as the applicant's mentality.
4. After the competitors' competitive speeches and competitive defense are completed, the jury will conduct on-site evaluation and scoring.
Democratic evaluation
1, hold a democratic evaluation meeting, and the participants will evaluate the candidates democratically.
2. The democratic evaluation is conducted by the Human Resources Department in the form of soliciting the opinions of all employees of competitors' projects, and the democratic evaluation is conducted by secret ballot.
(five) performance accounting, list publicity and comprehensive investigation.
1. Final result of competition = evaluation result of project supervisor _20%+ evaluation result of democracy _20%+ speech result of competition _60%.
2. According to the final competition results, after collective discussion between the company's senior management and the human resources department, the list of hired personnel is determined, and finally it is publicized in the company after approval by the general manager.
3. After the list is publicized, the competitors will enter the comprehensive assessment period, during which the assessed will accept the job assessment of the competitive positions, including the performance of job responsibilities, the implementation of work objectives, the implementation of organization and management, and the opinions of superiors and subordinates. The comprehensive evaluation period is two to eight weeks. After the comprehensive assessment is passed, the post or appointment notice will be officially released. VII. Specific Work Arrangements
1, competitive recruitment schedule
Eight, specific evaluation operation plan
Evaluation method 1: competitor's impromptu speech defense
(1) Description: Candidates are required to make speeches or elaborate opinions around specific topics within the specified time.
(2) Tip: The preparation time is 3 minutes; The speech time is not less than 8 minutes; Response time: 10 minute
(3) Support: speech number plate, question and answer database, scoring table and other materials.
(4) Operation process:
1,< Participants draw lots to decide the order of speech and defense >
2.< Candidates prepare for 3 minutes >
3.< Make a speech or state your views >
4. < Referee scores >
5. < competitive defense >
6.< Questions from judges >
7.< competitor answers >
8.< Referee Score >
Evaluation Method II/Project Supervisor Evaluation
(1) Description: The evaluation content of the project supervisor mainly includes the candidate's morality, ability, diligence, achievements and honesty.
(ii) Support: "Project Supervisor Evaluation Form"
(3) Operation process:
1. The Human Resources Department issues the evaluation form.
2. The project leader evaluates the competitors.
3. The human resources department takes back the accounting results in the form.
Evaluation Method 3/ Democratic Evaluation of Competitors
(1) Description: The content of democratic evaluation is mainly conducted through democratic voting.
(b) Support: "Democracy Recommendation Form"
(3) Operation process:
1, count the attendance.
2. The Human Resources Department introduces the basic situation of the competitive personnel.
3, public opinion distribution evaluation table
4. The participants voted
5. The Human Resources Department shall uniformly count the votes.
Selected Post-Games Implementation Plan 3
In order to standardize and institutionalize the evaluation and appointment of teachers' professional and technical positions in our school, fully mobilize teachers' enthusiasm, effectively improve the quality of education and teaching, effectively safeguard the harmony and stability of the school, and safeguard teachers' rights and interests, this plan is formulated according to the spirit of the instructions of the superior documents and the reality of our school.
First, the general idea.
Conduct quantitative assessment according to virtue, ability, diligence and performance, and then plan to hire according to the score.
Second, the evaluation principle
1, principle of filling vacancies.
2. The principle of combining quantitative evaluation with qualitative evaluation.
3. The principle of merit-based appointment.
4. The principles of justice, fairness and openness.
Third, the evaluation object
Registered teachers with corresponding professional titles.
Fourth, the leading group
Team leader:
Deputy team leader:
Members:
Verb (abbreviation of verb) evaluation scope and scoring standard
(1) Ideological and political aspects
During his tenure, he won the honorary titles of national, provincial, municipal, county and township (school) level excellent teacher, advanced worker, excellent party member, excellent class teacher, model teacher and teacher's morality model, with scores of 6 points, 4 points, 2 points, 1 point and 0.5 points respectively. Calculate once according to the highest level, and do not accumulate repeatedly.
(2) Education and qualification
1, education: graduated from normal school 10; Graduated from School of Administration11; College graduation recognized by the state 12 points; The nationally recognized undergraduate degree is 15.
2. Teaching experience: according to the actual teaching years of teachers, 0.5 points will be counted every year.
3. Qualification: 2 points per year for obtaining the current employment qualification; Those who have obtained higher qualifications in their current posts will get 2 points each year from the date of obtaining qualifications.
4. Position: 0.3 points will be added for those who are village primary school principals (taking part-time courses) during their term of office, and 0. 1 point will be added for those who do not take part-time courses; As a director (including general affairs director, young pioneers counselor) of 0.2 points per year; As the head of discipline teaching and research in the central school, 0.2 points per year; As the leader of the central school-level institution, 0.5 points per year; As the person in charge of two institutions, 0.3 points will be deducted every year; As a teaching assistant, 0.2 points per year.
5. Annual assessment: 0.2 points will be added for each outstanding person in the annual assessment of the term of office, up to 2 times in total, and 0. 1 point will be added for those who are qualified.
(3) Education and teaching
1, grade: every year 15 with excellent teaching achievements in the last six years (including those before 2008); Good grades (including those qualified before 2008)13; Qualified (including basically qualified before 2008) is 10; Deduct 5 points for failure. Take the six-year average.
2. Ranking: those who rank first in teaching achievements within six years will be given 5 points each year, and the rest will be reduced by 0.5 points in turn. Take the six-year average.
3, into the file: in the past six years, the teaching performance ranked 0.2 points per file, taking the average score of six years.
(Double-discipline calculation method is the same as single discipline. When both subjects were excellent, add 2 points to encourage and take the average score; The teaching achievement of the leading position in the central school is 1.5 times of the average teaching achievement of the teachers in the same position; 0.3 times of the average score of 65438+ for the heads of secondary institutions; The teaching assistant in the central school takes 1. 1 times of the average grade (if the above personnel have their own teaching grades, they will be counted as high grades). Take the average teaching results of teachers in other disciplines or educational management positions arranged by the central school as the average teaching results of teachers in the same position. )
4. Counseling: those who helped students to participate in national, provincial, municipal, county and township (school) level performances and exhibitions won the first prize, with scores of 4, 2, 1, 0.5 and 0.3 respectively; The second prizes are 2, 1, 0.5, 0.3 and 0.2 respectively; The third prizes are 1, 0.5, 0.3, 0.2, 0. 1 respectively. Only calculate once according to the highest prize.
(4) Teaching and scientific research
1. Thesis: 4 points will be added for papers published during the term of office (there must be CN publications at or above the provincial level), and papers published by municipal and county teaching and research publications will be graded with reference to the first prize at the same level; According to the national, provincial, municipal and county first prizes, the winning papers are scored with 4, 3, 2 and 1, the second prize with 3, 2, 1 and 0.5 respectively, and the third prize with 2, 1, 0.5 and 0.2 respectively. The above is calculated according to the highest 1 article during the term of office, and there is no repeated accumulation.
2. Competition: those who won the prize in the selection of excellent courses organized by teaching and research departments at all levels during their tenure, the first, second and third prizes at the national level were 6, 5 and 4 points respectively; 4, provincial 3, 2 points; Municipal meter 2, 1, 0.5 points; County is 1, 0.8, 0.5 points; The school level is 0.5, 0.3, 0. 1 Calculate once according to the highest level, and do not accumulate repeatedly.
3. Projects: The team leader and deputy team leader who undertake municipal project research during their term of office are counted as 1 and 0.5 respectively, and the teachers who undertake project research are counted as 0.2, and the unfinished projects are halved.
4. Honor: those who won the honorary title of "teaching rising star" or similar "teaching rising star" in the province, city and county during their term of office will get 4 points, 2 points and 1 point respectively. Calculate once according to the highest level, and do not accumulate repeatedly.
Interpretation of intransitive verbs
1, teachers who have reached the age of 59 for men and 54 for women and are still in the front line of education and teaching will be directly promoted to the corresponding highest level in the same post and meet the basic conditions. Those who are commended by the government at or above the provincial level can be promoted to the highest level in the same position.
2. If the scores are the same, older people will be given priority; Secondly, the elderly are preferred; Thirdly, the score of teaching achievement is preferred; Thirdly, school administrators are preferred. The above can not be distinguished, based on the comprehensive evaluation score of the work leading group.
3. Those who fail to pass the academic year teaching grade twice or more during the calculation period shall not compete for the highest grade. (Considering that this article will not be implemented for the first time)
4. Anyone who seriously violates the school attendance system and causes social impact will be directly hired at the lowest level.
5. Those who seriously violate the provisions of the county bureau to provide paid tutoring, induce students to subscribe to supplementary teaching materials privately, and collect fees in violation of regulations are directly employed at the lowest level.
6. If there is a major safety accident in the class during the term of office and it has a significant negative impact on the school, it will be directly appointed at the lowest level.
7. Anyone who does not obey the organizational arrangement and deployment and has a bad influence will be hired directly at the grassroots level.
8. If you can't go to work normally due to illness or other reasons, you may not participate in a higher level competition. (Those who suffer from cancer or mental illness in junior posts during their initial tenure can be promoted directly to the highest level)
9. The right to interpret these rules belongs to the Central School Evaluation Team. Matters not covered shall be arranged separately.
Selection of post-competition implementation scheme 4
In order to further deepen the reform of education and personnel system, realize the scientific, standardized and institutionalized personnel management in schools, and mobilize teachers' enthusiasm, initiative and creativity, this implementation plan is formulated according to the implementation opinions of xinmi city Education and Sports Bureau and the actual situation of our school.
I. Guiding ideology
Adhere to the principle of "setting posts according to needs, competing for posts, fixing posts by posts, and contract management", and in accordance with the requirements of "democracy, openness, competition, and selecting the best", realize the transformation from identity management to post management and fixed employment to contract employment, mobilize teachers' enthusiasm, enhance teachers' vitality, and promote the development of education and teaching in our school.
Second, the competitive conditions
1, basic conditions
① Abide by the Constitution and laws; Good conduct;
(2) Obtain the corresponding post qualification;
③ The annual assessment grades in recent 3 years are all qualified and above;
(4) Physical conditions that meet the requirements of the post.
2, the basic conditions of professional and technical posts
The basic qualifications for professional and technical posts shall be implemented in accordance with the relevant provisions of the current professional and technical post evaluation and engagement. Among them, there are different levels of majors in secondary advanced (corresponding to grades 5, 6 and 7 respectively), intermediate (corresponding to grades 8, 9 and 13 respectively) and primary (corresponding to assistant 1 1 2 and technician 13 respectively).
3. Conditions for workers and technicians to compete for professional and technical positions
(a) to obtain the professional and technical post qualifications corresponding to competitive posts, in which the professional and technical posts controlled by competitive professional qualifications shall obtain the corresponding professional and technical access qualifications;
(2) Having professional knowledge and working ability required by competitive professional and technical posts;
(3) I have worked in the front line of teaching in our school for more than three years, and I am still in the teaching post, and the annual assessment for three years is determined to be qualified and above;
(4) workers and technicians should, in principle, participate in the competition for the lowest-level professional and technical posts at the corresponding level.
Selected Post-Games Implementation Plan 5
In order to deepen the reform of the personnel system in public institutions and do a good job in the post competition in _x No.1 Middle School, according to the requirements of the state, province and city and the spirit of the post employment guidance document of _x Public Institutions, the post competition scheme in _x No.1 Middle School is formulated as follows:
I. Organizational structure
Leading group:
Group leader
deputy group leader
member
Working group:
Group leader
member
Second, the post setting
Our existing establishment: 220 people, including 4 managers and 2 16 professionals. According to the establishment of 220 posts, the main series is professional and technical personnel, with 220 posts, and the proportion of posts is 100%.
2 1 senior post, including 0 senior post and 0 level 3-4 post. According to the ratio of 15%, there are 4, 8 and 9 deputy senior posts in grades 5-7 respectively. List the positions of high school teachers.
There are 95 intermediate posts, 45% in middle school, grade 8-65438 17,25,17. List the titles of each post: first-class teachers in middle schools and senior teachers in primary schools; In grade 8- 10, there are 1 1, 14,1/primary school according to the proportion of 40% of posts, and the names of each post are listed as middle school teachers and senior primary school teachers respectively.
Junior posts 104, including 32 in-service middle schools, respectively1-12, accounting for 40%; There are 0 posts at 13 level. List the positions of middle school teachers and primary school teachers; According to the proportion of 60%, there are 29 primary schools and 24 primary schools with112 grade respectively; There are 0 posts at 13 level. List the positions of middle school teachers, primary school teachers and primary school teachers.
Third, the post competition method
1, senior, middle and junior titles have been hired. In turn, according to the existing professional title, the first employment time, working hours, and the average score in the past three years. First of all, the appointment personnel are determined according to the first appointment time of the existing professional title. If the first appointment time is the same, the appointment personnel shall be determined according to the working hours. If the working hours are the same, the appointment personnel shall be determined with reference to the average performance of the assessment in the past three years.
2. Persons who have been promoted to a higher level of professional title but have not been hired. According to the promotion time of higher professional titles, positions are set successively, and they are set as the lowest level of professional titles. If the promotion time is the same, the appointment personnel shall be determined according to the working hours. If the working hours are the same, the appointment personnel shall be determined with reference to the average performance of the assessment in the past three years.
Fourth, several tasks.
1. Establish a leading group and working group for post competition in _x No.1 Middle School, work out a competition plan, and convey the competition plan to every faculty member.
2. After the competition, the results will be publicized in the school for three days. After the publicity results have no objection, report to the Political Work Unit of _x Education Bureau.
Selected articles of post competition implementation plan:
★ School Competition Plan Fan Wenxuan 3 articles.
★ Implementation plan for competitive employment of teachers.
★ Implementation plan of cadre competition for posts
★ 5 speeches on professional post competition in 2022.
★ 10 2022 Selected essays on competitive speeches.
★ Speech on competitive management positions
★ Post Selection Competition 2022 10 Speech
★ 202 1 latest individual competition speech model essay
★ Five selected competitive employment reports of excellent hospitals
★ 5 excellent short post-match speeches