How many times a year does fire fighting recruit?

Several times a year, fire recruitment is introduced as follows:

National firefighters are recruited once a year. The contract system is not regularly recruited every year, see the announcement. Junior and intermediate firefighters generally start from April to September every year, about three times a year.

What is the duty of a fireman?

1, fire protection;

2. Emergency rescue and disaster relief;

3, fire control facilities inspection;

4, fire safety knowledge propaganda;

5. Participate in ambulance service.

Firefighter recruitment is organized and implemented according to the procedures of publicity and mobilization, organization registration, qualification examination, physical examination, political examination, physical fitness test and post adaptability test, psychological test and interview, publicity and employment. The specific order can be adjusted according to the needs of recruitment.

1 publicity and mobilization. Announce the recruitment announcement of firefighters in a unified way, and carry out extensive policy consultation and publicity and mobilization through the internet, newspapers and television.

2 Organize registration. Online registration is generally used. The recruitment object logs on to the online recruitment platform within the specified time to enter the registration information.

3 qualification examination. Conduct online preliminary examination of the registration information and conduct on-site audit of the original documents.

4 physical examination. Physical examination shall be carried out in designated general hospitals above the municipal level, and the standards shall be implemented with reference to the Physical Examination Standards for Citizens (Ground Personnel).

Recruits who have doubts about the physical examination results may be re-examined with the consent of the provincial firefighter recruitment agency, and the physical examination results shall be subject to the re-examination conclusion. Items that can affect the examination results by taking drugs or other treatment methods will not be re-examined.

5 political assessment. According to the requirements of political assessment of conscription, the political outlook, religious beliefs, political words and deeds of recruits are assessed in strict accordance with the prescribed procedures. In case of any of the circumstances listed in Articles 8 and 9 of the Provisions on Political Assessment of Conscription, the political assessment shall not be passed.

At the same time, comprehensively check and understand the personal basic information, education level, graduation school, main experience, actual performance, rewards and punishments, political status, etc. of family members and major social relations members, and review personnel files.

Physical fitness test and post adaptability test. Physical fitness test mainly examines the muscle strength, muscle endurance and flexibility of recruits; The post adaptability test mainly examines the coordination ability, spatial position perception and psychological adaptability to high altitude and dark environment of the recruited objects.

The items and standards of physical fitness test and post adaptability test shall be formulated by the emergency management department.

7 psychological tests and interviews. Psychological test mainly examines the psychological endurance and self-adjustment ability of the recruited object; The interview mainly examines the body shape, gfd, language expression and communication ability of the candidate.

8 publicity. According to the political assessment, physical examination, physical fitness test, job adaptability test, psychological test and interview of the candidates to be recruited, the list of candidates to be hired is put forward on the basis of merit, and the publicity time is not less than 5 working days.

9 employment. Upon the expiration of publicity, the list of employees shall be determined according to the publicity. If there are no problems or the problems reflected will not affect the employment, the employment procedures shall be handled in accordance with the prescribed procedures; If there are serious problems and there is evidence, they will not be hired; If there is a serious problem in the report, but it is difficult to verify it at the moment, the employment will be suspended, and the decision whether to hire will be made after verification and conclusion.

The list of employees shall be sent to the human resources and social security department for filing.