The process of transferring civil servants to career ranks is a multi-faceted and procedural process. First of all, according to the Provisions on the Transfer of Civil Servants, the transfer of civil servants refers to the exchange of civil servants between different positions within the civil service, or to the positions of staff of organs (units) managed with reference to the Civil Servants Law. These provisions apply to transfers at the same level of leadership, at the same or equivalent level. The transfer shall be made within the established establishment quota and number of posts, and there shall be a corresponding vacancy, and the transferred civil servant shall meet the qualifications required for the proposed post.
The objects of transfer mainly include: those who need to be transferred due to work, those who need to optimize the structure of the team, those who need to improve their ability and quality through transfer, those who have worked in the same position for a long time, those who need to be avoided in accordance with regulations, and those who need to be transferred for other reasons. The transfer procedures include: determining the transfer position and related qualifications, studying and deciding according to the management authority, going through the appointment and removal procedures, and handling the procedures for approval or filing in accordance with the regulations. At the same time, discipline should be observed in the process of transfer, such as not exceeding the quota of establishment, the number of posts, and the qualifications, not violating the prescribed procedures, and not abusing power, dereliction of duty, or twisting the law for personal gain.
The establishment of posts in public institutions is divided into technical posts, management posts and service posts, and each type of post has different levels, which are divided according to the nature of the post, the responsibilities and tasks and the conditions of the post. For example, the promotion system for management positions stipulates that employees in management positions of level 9 have been in office for 6 years, and one of them is excellent in the annual assessment during their tenure, and they are promoted to management level 8;Employees of level 8 have been in service for 6 years, and one of the annual evaluations during their tenure is excellent, promoted to management level 7, and so on.
A variety of factors need to be considered for the specific grading criteria for civil servants to be transferred to careers, including the level of the position to be transferred, personal work experience, professional qualifications, etc. As each region and unit may have different regulations and practices, it may vary in practice. For more specific information, it is advisable to consult with the relevant authorities or refer to the specific local policies and regulations. As no specific examples of transfers could be found, the information provided here is based on a general interpretation of the existing provisions. In practice, there may be more individual situations and specific requirements to consider.