Who knows whether the newly hired personnel in the annual assessment of organs and institutions will

Calculate. However, the newly hired personnel do not participate in the evaluation of the advanced.

Be excellent, pass, fail.

According to Article 6 of the Interim Provisions on the Evaluation of Staff of Public Institutions:

The assessment results are divided into three grades: excellent, qualified and unqualified.

Personnel with poor morality, ability, diligence, and performance, and it is difficult to determine the grade in the annual appraisal may be admonished for a period of three to six months. Where there is a significant improvement at the end of the warning period, it may be set as a passing grade; Those who still perform poorly are to be judged as unqualified.

Under what circumstances are the staff of public institutions rated as basically qualified in the annual assessment.

If the staff has one of the following circumstances, it should be determined that they are basically competent (basically qualified): 1. The quality of ideological and political management is average; 2. Weak ability to perform duties; 3. The sense of responsibility is average, or there are obvious deficiencies in the work style; 4. Be able to basically complete their own work, but the quantity of work completed is insufficient, the quality and efficiency are not high, or there are big mistakes in the work; 5. Be able to basically achieve repentance, honesty and self-discipline, and there are deficiencies in some aspects.

If employees in public institutions do not participate in the annual appraisal, then they will not be able to receive promotions, salary increases, or other benefits. This is because appraisal is an important way to measure a person's ability and performance through molding, which can help enterprises evaluate the ability of employees and allocate them reasonably according to the actual situation. Therefore, if you do not participate in the assessment, you will not be able to enjoy the above benefits.

It is divided into four grades: excellent, qualified, basically qualified and unqualified.

The evaluation standards shall be based on job responsibilities and annual work tasks, highlighting the characteristics of the industry, unit, and post, and the specific standards shall be formulated by public institutions or competent departments (organizers) in accordance with relevant laws, regulations, and policies, and in light of actual conditions.

Public institutions should comprehensively and accurately evaluate the morality, ability, diligence, performance, and integrity of their staff, focusing on the completion of annual work tasks, work performance, and the maintenance of social stability, the performance of environmental protection duties, and the supervision of production safety. Those who hold positions within the Party should also pay attention to the assessment of the performance of Party building responsibilities. Where the staff of public institutions have been approved to serve in two types of positions, the content of the evaluation shall include the duties and tasks of the two types of positions provided for in the employment contract.

1. It is divided into three grades, excellent, qualified and unqualified.

2. The assessment system for the personnel of public institutions is a system in which the responsible persons of the first or first departments and public institutions inspect and understand the political quality, professional ability, work attitude, work achievements and other qualities of their staff members in accordance with the relevant provisions of the state and in accordance with the management authority, and make an objective evaluation, and provide an objective basis for the use, management and income distribution of the staff of the public institution by examining the quality of political integrity and ability and work performance of the staff. Its purpose is to correctly evaluate the performance of political integrity and political integrity and work performance of the staff members of public institutions, to encourage and urge the staff members of public institutions to improve their political and professional qualities, to conscientiously perform their duties, and to provide a basis for their appointment, re-employment, promotion, rewards and punishments, training, dismissal (dismissal), adjustment of salaries, benefits, and adjustment of posts.

3. Assessment content.

1.morality, which mainly assesses political, ideological performance and professional ethics performance;

2.Yes, it mainly assesses the application of business technology level and management ability, business technology improvement and knowledge update;

3.Diligence, mainly assessing work attitude, diligence and professionalism and compliance with labor discipline;

4.performance, mainly assessing the performance of duties, the quantity, quality, efficiency of completing work tasks, the level of results, and social and economic benefits.

The results of the annual evaluation of the staff of public institutions are divided into four grades: excellent, qualified, basically qualified, and unqualified.

The annual appraisal of public institutions is usually jointly organized and implemented by the organization and personnel departments and the competent departments. 1.Organize the personnel department.

The organization and personnel department is the functional department responsible for personnel management and assessment within the public institution, which is usually served by the organization and human resources department or the personnel and labor department. It is mainly responsible for the specific organization and implementation of the annual assessment, including: (1) formulating the annual assessment plan, assessment methods and processes; (2) Train and guide all departments and assessment teams to carry out assessment work; (3) Review the assessment results and suggestions put forward by various departments and assessment teams; (4) Summarize the assessment results of each department and form an overall annual assessment report of the whole unit.

2.Administration. The competent authority is the superior authority of a public institution, such as the Education Bureau, the Culture and Tourism Bureau, etc.

The competent department usually sends special personnel to participate in the annual assessment of public institutions, mainly responsible for: (1) reviewing and guiding the formulation of the annual assessment plan of public institutions; (2) Inspect the annual assessment work of the development of the Hui Shu Sale, and provide necessary guidance; (3) Review the overall report of the annual assessment of public institutions, and put forward opinions and evaluations; (4) According to the assessment results, study the development plan and projects of the institution for the next year. In addition, the human resources and social security department and the financial department will also participate in or guide the annual appraisal work as needed.

Therefore, the organization and assessment unit of the annual assessment of public institutions is mainly jointly served by the organization and personnel department and the competent department, each performing its own duties and cooperating with each other to complete the whole process of assessment.

Hello, I am glad to answer for you, the organizational assessment unit in the annual assessment of public institutions refers to the organizational structure of public institutions, the leadership of the team work, the construction of D, team building, human resources management, system construction and internal management and other aspects of the assessment and evaluation of the unit. It is usually organized within the unit by the human resources department or the organizational department. The main work of the organization assessment unit includes collecting, sorting out and summarizing relevant assessment indicators and data, formulating assessment plans and evaluation standards, organizing and carrying out assessment and evaluation, writing assessment reports, and putting forward corresponding improvement opinions and suggestions based on the assessment results.

The assessment results of the organization and assessment units are one of the important components of the annual assessment of public institutions, and are also an important basis for formulating incentive and assessment plans, personnel arrangements, promotions, talent selection, and evaluation and evaluation.

Summary. Here to help you inquire, the annual assessment of public institutions is organized and implemented by the competent department of the unit and the Human Resources and Social Security Bureau. The unit is the main body of work.

After receiving the document notice from the competent department at a higher level and the Human Resources and Social Security Bureau, the unit will arrange and deploy the annual assessment work of the unit in accordance with the spirit of the document. After completion, it will be reported to the competent department of the unit, which will be reviewed by the competent department of the unit, and submitted to the Human Resources and Social Security Bureau for review by the competent department of the unit, and finally complete the annual assessment work. The above information is ** in ".

Here to help you inquire, the annual assessment of public institutions is organized and implemented by the competent department of the unit and the Human Resources and Social Security Bureau. The unit is the main body of work. After receiving the notice from the competent department at a higher level and the Human Resources and Social Security Bureau, the unit will arrange for the annual assessment of the unit according to the spirit of the document.

After completion, it will be reported to the competent department of the unit, which will be reviewed by the competent department of the unit, and submitted to the Human Resources and Social Security Bureau for review by the competent department of the unit, and finally complete the annual assessment work. The above information is ** in "Obikong".

The organizers and implementers of the annual appraisal of public institutions are: 1. The annual appraisal of the staff of public institutions shall be organized and implemented by the principal person in charge of the staff unit, and the deputy may also be authorized to organize and implement it. 2. The annual assessment of the members of the leadership group of the public institution is organized and implemented by the leader of the superior unit, and is specifically undertaken by the organization and personnel department of the superior unit.

Legal Analysis: In order to correctly evaluate the performance of public institution personnel and their actual work performance, to encourage and urge the staff of public institutions to improve their political and professional quality, to conscientiously perform their duties, and to provide a basis for their promotion, appointment, rewards and punishments, training, dismissal, and adjustment of salaries and benefits, the evaluation regulations for public institutions have been formulated.

Legal basis: "Interim Provisions on the Assessment of Personnel in Public Institutions".

Chapter I: General Provisions.

Chapter II Content and Standards of Assessment.

Chapter III Methods and Procedures for Assessment.

Chapter 4 Caution on the Use of Assessment Results.

Chapter 5 Organization and management of assessment.

Chapter VI: Supplementary Provisions.

I wish you peace and security in your future life, smooth sailing, when you encounter difficulties, you can also face difficulties and achieve success, if you are not careful, if there is any problem that you do not understand, you can continue to ask, do not feel embarrassed, or have concerns, we have always been your most firm friend background, in reality encountered illegal infringement, and unpleasant things can also be talked to me in detail, we have been wide which to provide the most reliable judicial answers, help, do not be afraid of difficulties, as long as you insist, The sunshine is always after the wind and rain, and the difficulties must be overcome, as long as you don't give up and look for a way out wholeheartedly.