Regulations on the recruitment of civil servants
(November 6, 2007, Organization Department and Personnel Department of the Central Committee of the Communist Party of China.)
Formulated and revised by the Organization Department of the Central Committee of the Communist Party of China on October 15, 2019
Released on November 26, 2019)
Chapter I: General Provisions
Article 1: These Provisions are formulated on the basis of the "Civil Servants Law of the People's Republic of China" (hereinafter referred to as the Civil Servants Law) and relevant laws and regulations, so as to standardize the recruitment of civil servants, ensure the basic quality of newly hired civil servants, and build a high-quality professional civil servant contingent that has firm convictions, serves the people, is diligent and pragmatic, has the courage to take responsibility, and is honest and honest.
Article 2: These Provisions apply to civil servants employed by organs at all levels below the level of first-level chief clerk and other equivalent ranks.
Article 3: The recruitment of civil servants is to adhere to the guidance of Marxism-Leninism, Mao Zedong Thought, Deng Xiaoping Theory, the important thought of the "Three Represents", the Scientific Outlook on Development, and Xi Jinping Thought on Socialism with Chinese Characteristics for a New Era, implement the organizational line of the Communist Party of China and the principles and policies for cadre work in the new era, highlight political standards, and adhere to the following principles:
(1) Party management cadres;
(2) Openness, equality, competition, and merit;
(3) Have both ability and political integrity, take morality as the first, appoint people on the basis of merit;
(4) Career-oriented, fair and upright, suitable personnel and posts, and suitable personnel;
(5) Handle matters in accordance with laws and regulations.
Article 4: In the recruitment of civil servants, the methods of public examinations, strict examinations, equal competition, and merit-based recruitment shall be adopted. Recruitment policies and examination content shall reflect the requirements of categorical and hierarchical management.
Article 5: The recruitment of civil servants shall be within the prescribed quota and there shall be corresponding vacancies.
Article 6: The recruitment of civil servants shall be carried out in accordance with the following procedures:
(1) Publish recruitment announcements;
(2) Registration and qualification review;
(3) Examinations;
(4) Physical examination;
(5) Investigation;
(6) Publicity;
(7) Examination and approval or filing.
The competent departments for civil servants at or above the provincial level may make adjustments to the above procedures.
Article 7: The hiring of civil servants in ethnic autonomous areas is to be carried out in accordance with laws and relevant provisions. The specific measures are to be determined by the competent departments for civil servants at or above the provincial level.
Article 8: The competent departments for civil servants and recruitment organs shall take measures to facilitate the registration and participation of candidates for examinations. If you have a person with a disability taking the test, you will be able to cooperate as needed.
Chapter II: Governing Bodies
Article 9: The central departments in charge of civil servants are responsible for the comprehensive management of the recruitment of civil servants nationwide. These include:
(1) Drafting regulations on the recruitment of civil servants;
(2) Formulating rules and policies for the recruitment of civil servants;
(3) To guide and supervise the recruitment of civil servants in local organs at all levels;
(4) Responsible for organizing the recruitment of civil servants of central organs and their directly subordinate organs.
Article 10: Provincial-level departments in charge of civil servants are responsible for the comprehensive management of the recruitment of civil servants in their respective jurisdictions. These include:
(1) Implement laws, regulations, rules, and policies related to the recruitment of civil servants;
(2) In accordance with the Civil Servants Law and these Provisions, formulate implementation measures for the recruitment of civil servants within their jurisdiction;
(3) Responsible for organizing the recruitment of civil servants at all levels within their jurisdiction;
(4) To guide and supervise the recruitment of civil servants at all levels below the districted city level;
(5) Undertake work related to the recruitment of civil servants entrusted by the central competent departments for civil servants.
When necessary, the provincial-level competent departments for civil servants may authorize the competent departments for civil servants at the districted-city level to organize the recruitment of civil servants within their jurisdiction.
Article 11: The competent departments for civil servants at or below the districted-city level are responsible for the recruitment of civil servants within their jurisdiction in accordance with the provisions of the provincial-level competent departments for civil servants.
Article 12: In accordance with the requirements of the competent departments for civil servants, the recruitment organs are responsible for the work related to the recruitment of civil servants by that organ and its directly subordinate institutions.
Article 13: Professional, technical, or transactional work related to the recruitment of civil servants may be authorized or entrusted to examination bodies and other professional bodies to undertake it.
Chapter 3 Recruitment Plan and Recruitment Announcement
Article 14 According to the needs of team building and the requirements of the position, the recruitment organ shall propose the positions, quotas and qualifications for the examination, and draw up a recruitment plan.
Article 15: Recruitment plans for central organs and their directly subordinate bodies are to be examined and approved by the competent departments for central civil servants.
The recruitment plans of provincial-level organs and their directly subordinate bodies shall be examined and approved by the provincial-level departments in charge of civil servants. The application procedures and approval authority for the recruitment plans of organs below the districted city level shall be prescribed by the competent departments for civil servants at the provincial level.
Article 16: The competent departments for civil servants at the provincial level or above are to formulate recruitment work plans on the basis of relevant laws, regulations, rules, and policies.
Where the competent departments for civil servants at the districted city level are authorized to organize the recruitment of civil servants in their respective jurisdictions, their recruitment work plans shall be submitted to the competent departments for civil servants at the provincial level for review and approval.
Article 17: On the basis of the recruitment work plan, the competent departments for civil servants are to draft recruitment announcements and release them to the public. The recruitment announcement shall contain the following contents:
(1) Recruitment organs, recruitment positions, quotas, and qualifications;
(2) The method, time and place of registration;
(3) Application materials that need to be submitted for the examination;
(4) The subject, time and place of the examination;
(5) Other matters to be noted.
Chapter IV Registration and Qualification Review
Article 18: Applicants for civil servant examinations shall meet the following qualifications:
(1) Have the nationality of the People's Republic of China;
(2) Be at least 18 years old and under 35 years old;
(3) Supporting the Constitution of the People's Republic of China, the leadership of the Communist Party of China and the socialist system;
(4) Have good political quality and moral character;
(5) Have the physical and psychological qualities to perform their duties normally;
(6) Have the ability to work in line with the requirements of the position;
(7) Have a college degree or above;
(8) The qualifications required for the proposed position as provided by the competent departments for civil servants at or above the provincial level;
(9) Other conditions provided for by laws and regulations.
The conditions listed in items (2) and (7) of the preceding paragraph may be appropriately adjusted upon approval by the competent departments for civil servants at the provincial level or above.
Those applying for positions such as review of administrative punishment decisions, administrative reconsideration, administrative rulings, and legal counsel in administrative organs shall obtain legal professional qualifications.
The departments in charge of civil servants and recruitment organs must not set up qualifications that are unrelated to the requirements of the position.
Article 19: The following persons shall not apply for civil servant examinations:
(1) They have received criminal punishment for a crime;
(2) Those who have been expelled from the Communist Party of China;
(3) Those who have been dismissed from public office;
(4) They have been lawfully listed as targets of joint disciplinary action for untrustworthiness;
(5) There are other circumstances where the law provides that they must not be hired as civil servants.
Article 20: Applicants shall not apply for positions that constitute the circumstances listed in Article 74 of the Civil Servants Law after they are hired, nor shall they apply for positions in employers where persons with whom they have a husband and wife relationship, a direct blood relationship, a collateral blood relationship within three generations, or a close marriage relationship serve as a leading member.
Article 21 Applicants shall submit application materials to the recruitment authority, and the application materials submitted by applicants shall be true, accurate and complete.
The recruitment agency will review the application according to the application qualifications and confirm whether the applicant has the qualifications to apply for the examination. Qualifications are reviewed throughout the entire recruitment process.
Chapter 5 Examinations
Article 22: Civil servant recruitment examinations are to be conducted by means such as written examinations and interviews, and the content of the examinations is to be set up separately on the basis of the basic abilities that civil servants should possess, and for different job categories and different levels of organs, with an emphasis on testing the ability to analyze and solve problems under the guidance of Xi Jinping Thought on Socialism with Chinese Characteristics for a New Era.
Article 23 The written examination includes both public subjects and professional subjects. Public subjects shall be uniformly determined by the central civil service department. Specialized subjects are to be set by the competent departments for civil servants at or above the provincial level as needed.
Article 24: In accordance with the provisions of the competent departments for civil servants at or above the provincial level, the recruitment organs shall determine the candidates for interview on the basis of the applicants' written test scores from the highest to the lowest.
The content and methods of interviews are to be prescribed by the competent departments for civil servants at or above the provincial level.
The interview shall form a panel of interview examiners. The Interview Examiner Panel is made up of people who have the qualifications of Interview Examiners. The competent department for civil servants at or above the provincial level is responsible for the determination and management of the qualifications of interview examiners.
Article 25: In any of the following circumstances, procedures may be simplified or other assessment methods may be employed:
(1) It is not appropriate to open the examination;
(2) It is necessary to specifically test the level of relevant professional skills;
(3) There is a shortage of professional talents and it is difficult to form competition;
(4) Other circumstances provided for by the competent departments for civil servants at the provincial level or above.
The scope of application and implementation measures for the above circumstances are to be determined by the competent departments for civil servants at the provincial level or above.
Chapter VI Physical Examination
Article 26: In accordance with the provisions of the competent departments for civil servants at or above the provincial level, the recruitment organs shall determine the candidates for the physical examination according to the order of the applicants' examination results from the highest to the lowest, and conduct the physical examination.
Article 27 The items and standards of physical examination shall be determined according to the requirements of the position. The specific measures are to be formulated by the central competent department for civil servants in conjunction with the administrative department of health under the State Council.
Article 28: Medical institutions undertaking physical examinations are to be designated by the competent departments for civil servants at or above the districted-city level in conjunction with the administrative departments for health at the same level.
After the completion of the physical examination, the chief examining physician shall review the results of the physical examination and sign it, and the medical institution shall affix its official seal.
Article 29 If the recruiting organ or the applicant has doubts about the results of the physical examination, he or she may submit a re-examination in accordance with the regulations. The retest can only be done once. The results of the physical examination are subject to the conclusion of the re-examination.
When necessary, the competent departments for civil servants at or above the districted-city level may require the subject of the physical examination to undergo a new physical examination.
Article 30: Based on the needs of the position and with the approval of the competent department for civil servants at or above the provincial level, the recruitment organ may conduct a physical fitness assessment of the applicant. The items and criteria of the physical fitness assessment are determined according to the requirements of the position. The specific measures shall be formulated by the competent departments of the central civil service.
Article 31: Based on the needs of the position and with the approval of the competent department for civil servants at the provincial level or above, the recruitment organs may conduct an assessment of the applicants' relevant psychological qualities, and the results of the assessment shall be an important consideration in determining the merits of the personnel to be hired.
Chapter VII Examination
Article 32 The recruitment authority shall determine the candidates for examination according to the examination results of the applicants, and shall conduct a review and inspection of the qualifications for the examination.
Article 33 The review of application qualifications mainly verifies whether the candidates meet the prescribed qualifications and confirms whether the information and materials submitted at the time of registration are true, accurate and complete.
Article 34: Inspections highlight political standards, focusing on whether candidates meet political requirements such as strengthening the "four consciousnesses", strengthening the "four self-confidences", achieving the "two safeguards", and loving the Communist Party of China, the motherland, and the people. The content of the inspection mainly includes the candidate's political quality, moral character, ability and quality, psychological quality, study and work performance, compliance with discipline and law, integrity and self-discipline, job matching, and whether it is necessary to recusal.
Where candidates for examination do not meet the requirements that civil servants should possess or do not meet the requirements for the position to be applied for, they must not be determined to be recruited.
Article 35: An inspection team shall be formed for the inspection. The investigation team is composed of two or more people, and employs methods such as individual conversations, on-site visits, strict review of personnel files, inquiries into social credit records, and interviews with candidates for inspection, and may also conduct extended inspections as needed, to gain a broad and in-depth understanding of the situation, so as to be comprehensive, objective, and fair, and to write out the inspection materials based on the facts. The inspection situation is the main basis for determining the personnel to be hired. The unit (school) or relevant units to which the subject of the investigation belongs shall actively cooperate and objectively and truthfully reflect the relevant situation.
Recruitment organs at or above the provincial level (including the sub-provincial level) may carry out differential inspections.
Chapter VIII: Publicity, Approval, or Filing
Article 36 Based on the applicants' examination results, physical examination results and inspection conditions, the recruitment organs shall select the best candidates and propose a list of personnel to be hired, and publicize them to the public. The publicity period shall not be less than five working days.
Article 37: The content of the announcement includes the name of the recruiting organ, the position to be hired, the name, gender, admission ticket number of the person to be hired, the school or work unit from which they graduated, the telephone number of supervision, and other matters provided for by the competent department for civil servants at the provincial level or above.
At the expiration of the publicity period, if there are no problems or the problems reflected do not affect the employment, the approval or filing formalities 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 are serious problems in the report, but it is difficult to verify it for the time being, the employment shall be suspended, and the decision on whether to hire will be made after the verification and conclusion is made.
Article 38: The list of persons to be hired by the central organs and their directly subordinate bodies shall be reported to the central departments in charge of civil servants for the record; The list of persons to be hired by local recruitment organs at all levels shall be submitted to the competent department for civil servants at the provincial or districted-city level for examination and approval.
Chapter IX Trial Use
Article 39: The probationary period for newly hired civil servants is one year, calculated from the date of registration. During the probationary period, the recruiting authority shall evaluate the newly hired civil servants and conduct initial training in accordance with regulations.
Article 40: Where newly hired civil servants pass the evaluation at the end of their probationary period, the recruiting organs shall follow relevant provisions to give them a grade in their position.
Article 41: Where newly hired civil servants fail to pass the evaluation at the end of their probationary period, their employment is to be cancelled.
During the probationary period, if it is discovered that a newly hired civil servant does not have the qualifications for civil servants, does not meet the requirements for the position to be applied for, or is not qualified for the position, the employment shall be cancelled.
Where newly hired civil servants have the circumstances provided for in article 89 of the Civil Servants Law, their employment must not be revoked.
Article 42: The list of persons whose employment has been cancelled by the central organs and their directly subordinate bodies shall be reported to the competent departments for civil servants of the Central Committee for the record. The authority of local recruitment organs at all levels to cancel the examination and approval authority for hiring shall be prescribed by the provincial-level competent departments for civil servants.
Article 43: The time for the cancellation of employment of newly hired civil servants is calculated from the date on which the decision to cancel employment is made. The decision to cancel employment shall be notified in writing, and the suspension of wages, the transfer of files, and the transfer of social insurance relations shall be implemented in accordance with relevant provisions.
Chapter X: Discipline and Supervision
Article 44: Personnel engaged in recruitment work shall recuse themselves from any of the circumstances listed in article 76 of the Civil Servants Law.
Article 45: In any of the following circumstances, the competent departments for civil servants at the provincial level or above or at the districted-city level are to order corrections or declare them invalid, depending on the circumstances; Leaders and directly responsible personnel who are responsible are to be given criticism and education, ordered to inspect, admonished, or organized to be adjusted or dealt with according to the severity of the circumstances; where responsibility needs to be pursued for suspected violations of discipline or law, sanctions are to be given in accordance with regulations, discipline and law; where a crime is suspected, it shall be transferred to the relevant state organs for handling in accordance with law:
(1) Not being hired in accordance with the prescribed quota and position requirements;
(2) Not being hired in accordance with the prescribed qualifications and procedures;
(3) Introducing or changing employment policies without authorization, causing a negative impact;
(4) Twisting the law for personal gain in recruitment, and the circumstances are serious;
(5) Leaking test questions, violating examination room discipline, or other conduct that seriously affects openness and fairness.
Article 46: In any of the following circumstances, the competent departments for civil servants or the unit to which they belong are to give criticism and education, order inspections, admonishments, organizational adjustments, or organizational dispositions based on the severity of the circumstances; where responsibility needs to be pursued for suspected violations of discipline or law, sanctions are to be given in accordance with regulations, discipline and law; where a crime is suspected, it shall be transferred to the relevant state organs for handling in accordance with law:
(1) Leaking test questions and other confidential information on recruitment;
(2) Taking advantage of work facilitation to falsify test results or other materials related to recruitment;
(3) Taking advantage of work facilitation to assist candidates in cheating on examinations;
(4) The recruitment work is re-conducted due to dereliction of duty;
(5) Other conduct that violates recruitment work discipline.
Article 47: Where candidates have conduct that violates the rules and regulations for applying for examinations and management provisions, the competent departments for civil servants, recruitment organs, or examination bodies shall, in accordance with their management authority, respectively employ methods such as correction, criticism and education, refusal to review answer sheets, zero marks in the examination of the subject, and termination of the recruitment procedures.
Where candidates have violated recruitment discipline by concealing true information, committing fraud, cheating on examinations, disrupting the order of examinations, and the circumstances are relatively minor, the competent departments for civil servants at the provincial level or above or the competent departments for civil servants at the districted city level shall give dispositions such as invalidating examination results or disqualification; where the circumstances are serious, they are to be given a five-year restriction on applying for the examination; where the circumstances are especially serious, a lifetime restriction on application for the examination is to be given; and where a crime is suspected, it shall be transferred to the relevant state organs for handling in accordance with law.
Article 48: The recruitment of civil servants is subject to supervision. Candidates may submit comments and suggestions to the competent departments for civil servants, recruitment organs, and examination bodies; where it is found that their lawful rights and interests have been infringed, they may conduct petitions, appeals, accusations, or reports in accordance with relevant provisions; Those who are dissatisfied with the decision on the handling of violations of discipline and rules may make statements and defenses, apply for administrative reconsideration, or initiate administrative litigation. The competent departments for civil servants, recruitment organs, examination bodies, and relevant departments shall promptly accept them and handle them in accordance with the procedures and authority provided.
Chapter 11 Supplementary Provisions
Article 49: These Provisions are to be implemented with reference to the recruitment of staff other than service personnel by reference to organs (units) managed by the Civil Servants Law.
Article 50: The Organization Department of the CPC Central Committee is responsible for the interpretation of these Provisions.
Article 51: These Provisions take effect on November 26, 2019.
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Source: Communist Party Member Network
Editor: Li You
Proofreader: Liu Jinglu
Review: Yang Yang
Final review: Wang Hongmei