How to promote the conversion of military to civilian?

What we call the military civilian examination is a unified examination for the whole army to openly recruit civilian personnel for the society. In order to attract outstanding social talents to serve the army building, according to the Regulations of the People's Liberation Army on Civilian Personnel and related policies and regulations, the whole army openly recruits civilian personnel for the society.

Because of its advantages in treatment and management, military civilian examination has become the first choice for many college graduates and social talents. Here, in order to better understand the military and civilian affairs, we will elaborate the career development plan and promotion path of the military and civilian affairs in detail.

I. Career development of military civilian personnel

(1) Training system According to the needs of civilian personnel to perform their duties, improve their knowledge structure and improve their professional ability, the military conducts classified training for civilian personnel. Civilian personnel training is divided into pre-job training, on-the-job training, professional training and task training, and civilian personnel should receive military vocational education. (2) Assessment mechanism 1, the assessment content of morality, ability, diligence, achievement, honesty and physique. 2 assessment forms include usual assessment, annual assessment and employment period assessment. Civilian personnel who have a probation period shall organize probation assessment. Civilian personnel who are promoted to leadership positions shall organize pre-appointment assessment. 3. Assessment Procedures The assessment of civilian personnel shall be organized and implemented by the employing unit or its superior unit. Personal debriefing-democratic evaluation-individual talk-expert evaluation-performance analysis-comprehensive evaluation 4. Assessment results The annual assessment and pre-job assessment results are divided into: excellent, competent, basic professional title and incompetent. The results of probation assessment and employment assessment are divided into: qualified and unqualified. The training and assessment of civilian personnel shall be subject to registration management. Training and assessment results, as the main basis for the appointment and removal of civil servants, post registration adjustment, salary determination, reward and punishment implementation, re-employment competition and dismissal. (three) the recruitment and use system of civilian personnel, the implementation of the appointment of exchange troops, open recruitment for the community, the direct introduction and conversion of active servicemen. Military and civilian personnel can communicate within the employer, and if the work is particularly necessary, they can also communicate across employers in the professional field. (4) Exit policy Civilian personnel who meet the retirement conditions stipulated by the state and the army shall retire. The retirement age may be appropriately extended if the work is particularly necessary, but it shall not exceed the prescribed age of 5 years. After retirement, civil servants enjoy the corresponding treatment stipulated by the state and the army.

1. The employing unit may dismiss the civilian staff according to law or unilaterally terminate the employment contract.

Under any of the following circumstances, the employing unit shall not dismiss the civilian staff or unilaterally terminate the employment contract:

Suffering from occupational diseases;

(two) injured in the line of duty, after the end of treatment, the labor ability appraisal institution identified as a first-class to fourth-class disability;

(3) Being sick or injured within the prescribed medical treatment period;

(four) female civil servants during pregnancy, childbirth and lactation;

(5) Other circumstances stipulated by laws and regulations.

2, civilian personnel can resign according to law or unilaterally terminate the employment contract.

Under any of the following circumstances, a civilian may not resign or unilaterally terminate the employment contract:

(1) When the State issues a mobilization order or declares a state of war;

(2) When the troops receive a combat mission or are suddenly attacked by the enemy;

(3) During the period of participating in military training, non-war military operations or undertaking combat support and guarantee tasks;

(four) is undertaking a major task of the state and the army, and I must continue to undertake;

(5) Being under audit or disciplinary review, or being suspected of committing a crime, and the judicial proceedings have not yet ended;

(6) Other circumstances stipulated by laws and regulations or agreed in the employment contract.

The personnel relationship between civilian personnel and the employing unit shall be terminated as of the date of withdrawal from the army.

Second, the road to promotion (level modulation)

1, post-level management posts and professional and technical posts (1) Management posts are divided into nine levels from high to low: ministerial deputy, bureau-level chief, bureau-level deputy, junior chief, department-level deputy, department-level deputy, clerk and clerk. (2) Professional and technical posts are divided into senior, intermediate and junior posts, from high to low, one to thirteen. 2. Post-level modulation civil servants should reach the minimum service life and have corresponding qualifications, and the annual assessment results are qualified and above within the specified minimum service life. If the annual assessment results of civil servants are below the basic competence, they shall not be promoted to the post level within 1 year. The management positions are 5 years for the deputy director, 4 years for the deputy director and 3 years for the deputy director. Professional and technical senior, intermediate and junior positions are 4 years, 4 years and 3 years respectively.