Implementation Rules concerning Deepening Radio and Television Enterprise Work Unit Personnel System Reform (Trial)

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On the basis of the “Central Committee Secretariat and State Council Secretariat Notice Concerning Transmitting the ‘Central Propaganda Department, SARFT, and General Administration of Press and Publications Some Opinions concerning Deepening Press, Publications, Radio, Film and Television Sector Reform’” (GBF No. (2001)17), the following implementation rules concerning deepening radio, film and television enterprise and undertaking work unit personnel system reform are formulated.

I, Radio, film and television enterprise and undertaking work units completely practice an employment system. The employment system is the basic personnel system for radio, film and television enterprise and undertaking work units. According to relevant State provisions concerning enterprise and undertaking work unit appointment systems, work units establish an affiliation relationship with two sides through signing an employment contract, clarifying the responsibilities, rights and duties of both sides. The establishment, extension and termination of employment relationships between work units and employees shall have the two-directional requirements of the relationship of the employee and the position and the assessment situation of implementing the duties and the achievements of the post as basis.

II, radio, film and television enterprise and undertaking work units supplementing personnel, must in principle implement open applications. Through opening applications towards society, fair competition, strict examination and assessment, selecting and appointing the best of all sorts of needed personnel. We must formulate appointment and appraisal procedures and rules, adopt collective examination and comment, decision by voting, and organizational examination and approval methods to make appointment decisions. Organs organizing recruitment examinations shall have experts participate, guaranteeing that all sorts of talents have fair and competitive chances. Particular specialist technology talent appointment, on the basis of the aforementioned procedure, must also be assessed and recommended by experts.

III, Establishing position management systems. Scientifically and rationally installing leadership positions, specialist technology positions and common labour positions, implementing different management rules over different positions. The basic requirements of position management are: setting up positions according to need, clearly dividing work, open appointment, selecting the best for employment, strict assessment, remuneration according to position, contractual management. Positions shall have clarified duties, employment conditions, assessment standards, remuneration standards, and after-appointment position management is strengthened, and position assessment systems perfected. Professional achievement assessment standards integrating qualitative and quantitative aspects, that can be quantified as much as possible  shall be determined for all positions on the basis of the different objectives and duties of the position. Assessment shall become an important measure in post-appointment management, fully giving rein to the incentive and supervision function of assessment, making assessment results into a main basis for continued employment, dismissal, salary allocation, rewards or punishments.

IV, Reforming and perfecting leading personnel management system. When selecting leading personnel for employment, democracy must be expanded, competitive mechanisms introduced, selection methods improved, personnel selection channels broadened, through popular will surveys, open competition, inspection and assessment, pre-appointment announcement and trial period assessment and other methods, selecting leading personnel for employment, an appointment system, employment system and other employment methods are implemented for radio, film and television enterprise and undertaking work unit leading personnel, establishing and completing leading personnel term of office systems, implementing term of office objective and task management. When a term of office is ended, assessment must be conducted of the situation of completing the objectives of the term of office, and the assessment results will function as a basis for whether or not the appointment is extended. Perfecting corresponding systems and measures, strengthening supervision and management over leading personnel. Rolling out rotation, detachment, exchange and other system for middle-level leading personnel, paying attention to fostering and selecting excellent young cadres.

For management positions, a competitive appointment and objective management system are implemented. Progressively cancelling administrative ranks, establishing radio, film and television professional rank hierarchies reflecting management personnel’s’ levels, capacities, achievements and qualifications, and progressively rolling this out on a trial basis.

For specialist technology positions, a position duty appointment system is implemented. Work units, on the basis of needs for all professional work, and according to category and rank, classify and establish specialist technology positions on their own initiative, and manage them dynamically. Employment conditions shall be determined for specialist technology positions, and appointments made through competition. Reforming and perfecting specialist technology duty evaluation and employment management systems, implementing separation of evaluation and appointment. Specialist technology personnel report to designated specialist appraisal organs on their own initiative and obtain specialist technology duty position qualifications; work units, on the basis of State management regulation concerning specialist technology positions, within the approved specialist technology position structure proportions, take the initiative in choosing specialist technology personnel having achieved professional qualifications and selecting the best for employment. Specialist technology duty appointments are to be progressively unified with position appointment.

For crucial specialist technology positions, a certified appointment system is implemented. Crucial specialist technology positions in radio stations, television stations and broadcast platforms that directly relate to programme quality and broadcast security, shall be differentiated from other positions, and a certified appointment system is implemented. Corresponding management rules concerning appointment conditions, appointment procedures, appointment rules, remuneration, etc. must be formulated and regulations made. When the probation period of personnel appointed in crucial positions ends, and after it is determined that they meet qualifications, an employment contract of unlimited duration may be concluded.

For common labour positions, position rank management is implemented. According to State norms and management rules concerning common labour position ranking, according to work needs and the technological requirements of the position, a common labour position ranking is set up, to standardize management over common labour personnel appointment, training and appraisal.

Temporary work personnel management is standardized. According to the work tasks and work needs, temporary work personnel may be engaged. Appointing work units shall establish a service appointment relationship with the temporary work personnel and sign an appointment contract, the period of employment may not exceed one year at one time, and payment of wages and royalties are the main form of remuneration. The appointment contract is jointly signed by both the individual and the appointing work unit, and clarifies the duties, rights and obligations of both sides. Temporary work personnel’s work times of the appointment period, may be calculated as a continuous work period within that work unit.

V, For enterprise work unit management personnel, an appointment system and term of office system are implemented. Establishing and completing enterprise leading personnel term of office objective systems, conducting regular assessment of the completion situation of the objectives of the terms of office, perfecting corresponding systems and measures, realistically strengthening supervision.

For enterprise staff members, a complete personnel labour contract system is implemented. Enterprise work units and personnel must both sign labour contracts, determining both sides’ equal labour relationship that receives legal protection, and clarifying the responsibilities, rights and obligations of both sides.

VI, Reforming intra-work unit income distribution methods, persisting in the principles of giving priority to efficiency, also being fair, and in allocation integrating allocation on the basis of labour and on the basis of production factors, fully giving rein to the leverage function of income distribution. radio, film and television work units shall vigorously explore internal income distribution reform, explore the establishment of an internal allocation method integrating remuneration according to position, remuneration according to responsibilities and remuneration according to professional achievements, with position remuneration as the main content, and changing remuneration when positions change. Position remuneration design must be slanted towards important positions and difficult positions.

According to the nature and characteristics of radio, film and television undertaking work units, and integrating the degree of financial self-sufficiency and financial support strength, implementing different income allocation forms and management methods for different categories of undertaking work units. For undertaking work units that mainly rely on State funding appropriation for their expenses, a total salary responsibility management method may be tried out, permitting work units to bring a part of the earned income that is provided for distribution into internal allocation; for undertaking work units for which State finance subsidies expenses, it is permitted to, on the basis of implementing undertaking work unit salary systems and salary policies, draw a certain amount of funds from the earned income, to be used to invigorate the work units’ internal allocation; undertaking work units meeting conditions or that are completely financially self-sufficient, are permitted to try out a total wages and economic profit linkage method, and to formulate internal allocation methods on their own initiative; undertaking work units with enterprise-type management may implement enterprise allocation systems. Internal income allocation plan design must fix eyes upon effectively guaranteeing the realization of tasks and objectives, and benefit the attraction and stabilization of talent.

Vigorously implementing State policies relating to transforming science and technology achievement rewards and preferences, exploring production factors such as technology and management with good social effects and economic effects to participate in the realization forms of allocation. Encouraging specialist technology personnel to dare to innovate, and permit their obtaining corresponding income from transformation of innovation results.

VII, radio, film and television enterprise work units, on the basis of corresponding State policies on enterprise salaries, implement position salaries, and formulate internal income allocation rules on their own initiative on the basis of the social effect and economic effect of each.

VIII, Strengthening position training, stimulating knowledge renewal and technological innovation, raising overall team quality. All levels’ radio, film and television work units shall formulate and implement training programmes and annual training plans, establish and perfect training systems. The situation of all sorts of personnel participating in training must be made into an assessment content, and be listed in the qualification conditions for reporting specialist technology duties and competitive appointments. Work units must provide beneficial conditions for study by personnel, adopt flexible and diverse methods, integrate degree education and non-degree education, continuous education and position training, and encourage personnel to use their leisure time to study.

IX, Giving rein to the function of talent exchange organs. Giving rein to the function of talent exchange organs in aspects such as talent appointment, personnel outsourcing, personnel training, etc, coordinating radio, film and television work unit employment system reform, providing corresponding human resources agency services to work units and individuals, acting as go between for the rational flow of all sorts of talents, creating conditions for work unit personnel entry and exit, providing services, stimulating the rational disposition of radio, film and television talent resources.

X, Appropriately arranging for redundant personnel. It is necessary to adopt forceful measures, persist in mainly having intra-work unit absorption, and in many kinds of manners and through many kinds of channels, appropriately arrange for redundant personnel. Paying attention to adopting a method of first digging channels, and separating streams afterwards, through initiating and developing new industrial and rotational training and other methods, arranging for redundant personnel. Guiding and encouraging personnel that lost a position in the midst of competitive appointments to face the grass roots, face society, give rein to their functions in new areas, and providing preferential conditions for their starting up or entering into enterprises; in localities meeting conditions, it is also permitted that talent exchange organs conduct outsourcing. Providing basic life guarantees for personnel turned down or dismissed from positions within work units.

State Administration of Radio, Film and Television























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