Introduction: The transfer of officers to other jobs is an important part of the national and military talent development strategy, which aims to enable qualified officers to retire from active military service and transfer to local jobs. This article will give a detailed interpretation of the number of years, processes and career development after the transfer of officers.
1. Regulations on the number of years for officers to be transferred to other jobs.
Officer transfer is a retirement policy for officers with officer status. According to the provisions of China's "National Defense Law" and "Military Officers Law", there are the following requirements for the number of years for officers to change careers:
1.Maximum number of years of active service: The maximum number of years of active service varies according to factors such as the officer's job rank, service, function, and degree of hardship. Generally speaking, the maximum number of years of active service for officers with positions above the rank of major general is 65 years old; The maximum number of years of active service for officers with the rank of lieutenant general is 60 years.
2.Reaching the retirement age: Officers who have reached the required retirement age can also choose to change careers. At present, the retirement age of our officers is as follows: 55 years old for generals, lieutenant generals, and major generals, 52 years old for colonels and colonels, 48 years old for lieutenant colonels and majors, and 45 years old for captains, lieutenants, and second lieutenants.
3.Adjustment due to work needs: Under special circumstances, the military may adjust the number of years of transfer of officers according to the needs of national defense and army building.
2. The process of transferring military officers.
The transfer of military officers is a rigorous institutional arrangement, which mainly includes the following processes:
1.Individual application: Officers who meet the requirements for demobilization may apply to the political organ of their unit for demobilization.
2.Organizational review: Political organs conduct examinations of officers who apply for demobilization of military officers, mainly examining the demobilized officers' party spirit, work performance, integrity, and self-discipline.
3.Training and selection: Demobilized officers who have passed the examination will participate in the demobilization training organized by the military. During the training period, students will study professional skills, policies, and laws and regulations to improve the overall quality of demobilized officers.
4.Placement and employment: After the demobilized officers have passed the training, the local government shall be responsible for the placement and employment. Resettlement methods include civil servants, public institutions, state-owned enterprises, etc.
5.Procedures for retirement: After demobilized officers are employed in the local area, they need to go through the formalities of retirement and change the status of the officer to the status of local civil servants or employees of enterprises and institutions.
3. Career development of officers after they have been transferred to other jobs.
1.After the officers are transferred, they enjoy certain policy advantages in career development:
2.Promotion of civil servants: Demobilized officers in the local civil service system can enjoy corresponding promotion opportunities according to their job rank and length of service.
3.Support from enterprises and institutions: State-owned enterprises and public institutions will give certain policy support to demobilized officers, such as preferential recruitment and promotion.
4.Continuing education: Demobilized officers can participate in local higher education self-study examinations, ** higher education, etc., to improve their own quality.
5.Personnel training: ** and all walks of life to give care and support to demobilized officers, through various forms of training demobilized officers to become the pillars of local economic construction and social development.
In short, the demobilization of officers is an important national talent strategy, which has provided a large number of outstanding talents for the country and the army. By understanding the number of years and the process of officer transfer, as well as the career development after transfer, we can better understand the superiority and importance of this system. In the context of the new era, the system of demobilizing officials will continue to improve, and make new and greater contributions to national defense and army building and local economic and social development.