Zhejiang experience for promoting high -quality audit professional talent team construction

In order to promote the "Opinions of the Audit Office on Efforts to Building High -quality Specialized Audit Cadre Team" to implement the implementation, the implementation of the implementation, in August this year, the Zhejiang Provincial Audit Department and the Zhejiang Provincial Human Resources and Social Security Department jointly issued the "Professional Technology on Strengthening Audit Institutions Institutions The notice of dynamic regulation of the position of the post "(Zhejiang People's Social Affairs [2022] No. 64), optimizing and adjusting the professional and technical positions of the city and county audit institutions (hereinafter referred to as special technical posts) and senior professional and technical positions (hereinafter referred to as special technical senior post) The proportion of the structure effectively cracks the dilemma of the development of talents such as the audit and technical personnel of the institutions affiliated to the audit agency. The opportunity for common brilliance laid the institutional foundation.

Realistic dilemma

There were 141 public welfare institutions in Zhejiang's 11 municipal audit institutions and 90 county -level audit institutions that undertake a total of 1,334 public welfare institutions that undertake national audit tasks, accounting for nearly 45%of the total administrative division of audit institutions in the province and counties. From the analysis of the comprehensive situation, there are currently "three major problems" of the talent development of grass -roots audit institutions:

First, the proportion of high -level work structure in the province is low. Zhejiang -level and county -level audit institutions have a clear proportion of high -level first -level first -level tangers' techniques of 18%and 7%, respectively, and the average proportion of high -level posts in actual special technologies is 13.72%. Looking at other industries in Zhejiang horizontally, such as the proportion of high -level jobs in the agricultural system technical technical technique is 35%, the highest county level is 25%, the forestry system's senior job structure proportion is 35%, the highest forest district and county are 30 %, 20%of other counties. As a very professional audit agent, the proportion of senior positions in the special skills of institutions and institutions is significantly low. Except for Hangzhou and Ningbo each with a special high -level job, nine other cities and cities are not set up.

The second is that the contradiction between the high -level and appraisal of the special skills is outstanding. The provinces, cities, and county audit institutions have passed 241 senior professional and technical qualification examinations, and they failed to appoint 70 people in the management post and special technical senior posts (including 12 people and 58 people in the county level), accounting for 29.05%. The main reason is that the number of high -level jobs in special skills is small. At the same time, the existing professional title review method "is recommended to participate in the evaluation within the proportion of professional and technical positions approved by the approved professional and technical positions, and the test scores are valid for 3 years." To a certain extent, the enthusiasm for audit institutions to participate in the advanced qualification examination.

Third, the overall proportion of some cities and counties is low. The 11 municipal audit institutions in Zhejiang include 74.87%of the total number of posts in primary, intermediate and senior technical skills, of which 6 cities account for less than average, and the lowest cities are 0; some county -level audit business The proportion of units ’specialized posts accounted for a high proportion of total positions. Among them, the average proportion of county -level audit institutions in Hangzhou area was 69.17%, followed by 70.87%in Ningbo and 72.67%in Taizhou. The proportion of special skills is low, which is not conducive to the construction of professional audit talents.

Explore the problem

The Zhejiang Provincial Audit Office focuses on ensuring that Zhejiang strives to promote the "two advances" goals, and cultivates professional audit talents as a transformational audit authority, promotes the modernization of audit supervision and modernization, and has a strong breakthrough. 2. Mechanical obstacles to ensure the high -quality development of the audit cause with high -quality talents.

The first is in -depth arranging. In response to the problems of high -level and intermediate job settings in the city and county audit institutions, the proportion of high -level job settings of high -level posts and narrow channels for promotion channels of business personnel took the lead in conducting full coverage of the public institutions of 11 municipal and 90 county -level audit institutions. The voices, the actual clarification of the bottom, the point -to -point consultation countermeasures, the comprehensive research and arrangement, effectively ensure that the basic bottom numbers, find the internal reasons, and propose countermeasures.

The second is to investigate and communicate. Through in -depth investigations and understanding the establishment of 12 departments such as Zhejiang Ecological Environment, Agricultural and Rural Affairs Department, etc., master its actual data throughout the province, compare the comparison of horizontal post settings, and comprehensively study the proportion according to the comparison of statutory duties; The second to the competent unit of Zhejiang Province, the Department of Human Resources and Social Security of Zhejiang Province, communicated, and negotiated repeatedly.

The third is to promote high. Promote the reshapeing system with a firm will to consolidate the long -term development of Zhejiang's audit cause, and decided to do this in the past that they couldn't think of or think at the grassroots level. The special research and intellectual discussion of important issues; the main leaders of the department personally plan, dock, and promote themselves.

Precise policy

The documents issued by the focus clearly clearly clearly "four measures" and cracked the "three major problems" of audit professionals and hires, which not only seek breakthroughs and strengthen norms.

The first is to clarify the management authority of the control standards at all levels. The proportion of the special job structure of the audit institution is implemented in graded management. Study and determine the audit department. The post setting plan of audit institutions at all levels will be recorded in accordance with the affiliated relationship with the human and social security department at the same level.

The second is to set up special technical job proportion control standards. Consider the development of career development and work responsibilities, institutional establishment, personnel structure, professional and technical level, etc., adjust and optimize the proportion of special jobs in audit institutions, and clarify the proportion of special jobs in audit institutions generally not less than 80% of the total number of positions in the unit. Essence For public institutions with small and small personnel in the same audit department, they can conduct centralized control and overall use of multiple public institutions according to the actual situation. The third is to increase the proportion of senior job structures. The two levels of municipal and county -level audit institutions are distinguished to increase the proportion of high -level work structures in special technologies. Among them, Hangzhou and Ningbo two provincial -level urban audit institutions have the highest proportion of senior jobs for 40%, and the highest proportion of high -level jobs for other municipal audit institutions is 35%; The maximum ratio is 30%. At the same time, the proportion of municipal audit institutions' special techniques is increased, and a certain proportion of county -level audit institutions (5%) of the specialized position is added. The fourth is to strengthen the supervision and inspection and guidance of the special skills. Human and social security departments at all levels perform their duties to set up comprehensive management departments, strengthen policy regulation and guidance and supervision, establish post management supervision and inspection mechanisms, and timely correct illegal acts. Audit departments at all levels give play to the functions of business authorities, establish and improve personnel management mechanisms such as job employment, assessment competition, and performance distribution, and promote the formation of operating mechanisms for self -management, self -constraints, and self -development.

After the optimization and adjustment, the proportion of high -end posts of audit institutions in Zhejiang Province and counties and counties has increased significantly from the original average of only 13.7%. According to the calculation of the original total position, the provincial and county audit institutions will increase 213 high -end posts, an increase of 124.5%over the original 171. , Strongly promote the professional construction of grass -roots audit cadres in the province.

(Text/Cadre Office of the Audit Department of Zhejiang Province)

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