Practical, effective and practical

outline：In accordance with the Group’s development requirements and taking into account the Company’s current operational and management situation, it has been decided, following deliberation, to conduct an open competitive selection process for the positions of Manager and Deputy Manager of the Group’s Finance Department. The relevant details are hereby announced as follows: I. Basic Principles (1) Principle of fairness, openness, impartiality, equity, and selection of the most qualified candidate. This principle is reflected in the procedures for the competitive selection process...

root According to the group company Development Requirement: In light of the company’s current operational and management situation, and following deliberation, it has been decided to The Group Company’s Finance Department Manager and Deputy Manager are being made public. Competitive recruitment and appointment. The relevant matters are hereby announced. Announcement As follows:

I. Basic Principles

(1) Principles of fairness, openness, impartiality, equity, and selection based on merit. This is reflected in the procedures, methods, and outcomes of the competitive posting process. Specifically, the implementation plan and relevant regulations, the number of positions available, the qualifications for appointment, examination scores, and the results of the competitive posting must all be made public, thereby enhancing the transparency of the process.

(2) Principle of Equality. All eligible company employees and members of the public are entitled to apply for open positions, ensuring equal opportunities and fair competition.

(3) The principles of recruiting talent from all corners of the country, appointing people based on merit, requiring both moral integrity and competence, and giving priority to moral character.

(4) The principle of two-way selection, which combines individual preferences and free job choice with company assignment. Combine company-driven job matching with employee-driven job selection.

II. Organization and Leadership

(1) Leadership Group for Competitive Recruitment

To promote the competitive recruitment and appointment process, strengthen organizational leadership, and ensure the orderly implementation of the work, a Leading Group for Competitive Recruitment is hereby established to oversee the position-based competitive recruitment.

Team Leader: Liu Tianwei (Chairman of Xishuangbanna Petrochemical Group)

Deputy Team Leader: Zhang Yanhong (Secretary of the Party Branch of Xishuangbanna Petrochemical Group)

Liu Lin (Leading Group for Deepening Reform of the Xishuangbanna Petrochemical Group Executive Deputy Leader)

Member: Lin Gang (Deputy General Manager, Xishuangbanna Petrochemical Group)

Wang Jinzheng (Chairman of the Trade Union of Xishuangbanna Petrochemical Group)

Liu Nan (Assistant to the General Manager, Xishuangbanna Petrochemical Group)

Zhang Guihong (Head of the Human Resources Department, Xishuangbanna Petrochemical Group)

(2) Under the Leading Group for Competitive Recruitment, there are established a Competitive Recruitment Office, a Competitive Recruitment Evaluation Panel, and a Competitive Recruitment Supervision Panel.

1. Office for Competitive Recruitment

The Recruitment Office is located within the Human Resources Department of the Company’s General Office and is responsible for day-to-day operations, with Zhang Guihong serving as the Office Director.

Main responsibilities of the Recruitment Office:

(1) Implement and carry out the relevant documents and regulations on open competitive recruitment issued by the Group, formulate a competitive recruitment plan, and submit it to the Leading Group for Competitive Recruitment for approval;

(2) Announce the competitive recruitment plan, available positions, job requirements, and other relevant information; prepare and distribute the corresponding materials and forms.

(3) Collect and organize the list of candidates who have passed the initial qualification review and are eligible, and be responsible for conducting the re-examination of the qualifications of candidates participating in the competitive recruitment.

(4) Announce the list of candidates eligible to participate in the competitive selection process and organize the presentation and defense sessions.

(5) Compile a list of candidates proposed for the competitive selection and submit it to the Leading Group for Competitive Selection for approval;

(6) Publish the list of candidates who have been reviewed and approved for competitive recruitment, and coordinate with the employee access management department to handle the relevant procedures;

(7) Responsible for archiving the competitive recruitment materials.

2. Competitive Recruitment Evaluation Committee

The Competitive Recruitment Assessment Panel is primarily responsible for conducting the assessment of competitive recruitment candidates. It is composed of members from the Competitive Recruitment Leading Group and the heads of the Group’s Party and Mass Work Department and Human Resources Department, with the Chair of the Competitive Recruitment Leading Group serving as the chief examiner.

3. Competition Supervision Committee

The Competition Supervision Team is headed by Zhang Yanhong, Secretary of the Party Branch of the Group Company, and its members are drawn from the Party Branch, the Trade Union, and the General Office. In accordance with the principles of openness, impartiality, and fairness, the team is responsible for overseeing all meetings and activities throughout the entire competition process, handling employee feedback and complaints, and reporting any significant issues to the Leading Group for review and decision-making.

III. Positions Available for Competitive Recruitment and Number of Vacancies

Position for the Management Personnel Competitive Recruitment of the Group Company’s Finance Department 2 One position each (Finance Department Manager and Finance Department Deputy Manager), with a specified maximum number of hires for each role. 1 Name. (Attachment 1: Positions and Number of Vacancies for the Competitive Recruitment of the Finance Department Manager and Deputy Managers at Xishuangbanna Petrochemical Group Co., Ltd.)

IV. Scope of Applicants

All eligible company employees and members of the public are welcome to apply.

V. Eligibility Requirements

1. Associate degree or higher; age is 45 For candidates under the age of 1974 (born after December 1, 1974), appropriate flexibility may be granted to those with extensive work experience in relevant positions or strong professional competence.

2. Possess more than five years of work experience in finance.

3. Meet the qualification requirements and job specifications for the position being competed for (Attachment 2: Qualification Requirements for the Positions of Finance Department Manager and Deputy Manager at Xishuangbanna Petrochemical Group Co., Ltd.).

VI. Competitive Recruitment Procedure

(1) Open Registration

This competitive recruitment is voluntary; eligible company employees and members of the public are all welcome to apply. Each applicant may only apply for one position.

Applicants must complete the “Application Registration Form for Competitive Posting” and the “Commitment Letter for Candidates.”

(2) Qualification Review

When applying for the competitive recruitment, internal employees must first undergo a preliminary qualification review by their respective departments and then submit their applications to the Competitive Recruitment Office for a secondary review. Individuals from all sectors of society who wish to register are requested to submit the registration form and relevant supporting documents directly to the Group’s email address: Xishuangbanna Petrochemical Group, xsbnsh@163.com; contact person: Zhang Guihong, tel. 13988180904. The list of candidates will be announced upon successful re-examination. In principle, the ratio of positions being competed for to the number of candidates who pass the qualification review shall be no less than 1:2.

(3) Preparation by Candidates

Candidates shall submit, within the prescribed time limit, a written summary of their work over the past three years and a presentation on their candidacy (in PPT format), covering the following content: personal profile, major achievements attained during their tenure, understanding and insights into the position being competed for, strengths and weaknesses in relation to the position, as well as work plans and visions.

(4) Candidacy Speech

The selection process for the positions of Finance Department Manager and Deputy Manager will be conducted through competitive presentations and interviews, with comprehensive evaluation and scoring by the Selection and Assessment Panel. The specific procedure is as follows:

1. Self-Presentation (15 minutes)

Candidates shall deliver a self-statement based on the content of their candidacy presentation (PPT):

(1) Personal basic information, work experience, etc.;

(2) Understanding of the position being competed for and work plan, etc.

2. Mandatory Questions and Random Questions (15 minutes)

The chief examiner will pose mandatory questions to the candidates on their application. The remaining panel members will then conduct random follow-up questions, drawing on the candidates’ individual presentation, covering aspects such as job requirements, job responsibilities and challenges, career development, core values, and professional attitude. Candidates are expected to respond within a maximum of 15 minutes.

3. Random questions will be posed by the Chairman of the Board, the Secretary of the Party Branch, and the Chairperson of the Trade Union.

(5) Comprehensive Scoring

The competitive recruitment evaluation panel shall conduct a comprehensive assessment of candidates based on their basic qualifications, job competency, and interview performance, and calculate each candidate’s score according to the prescribed weighting.

Determination of the overall score. The total score for candidates in the competitive recruitment is 100 points, with the scores for education, qualifications, seniority, and experience accounting for 40 Points, with the competitive presentation and interview scoring accounting for 60 Points.

1. Education, Qualifications, Seniority, and Experience Scoring (40 points):

(1) Education: 10 points (no points for education below junior college; 8 points for junior college; 10 points for bachelor’s degree or above);

(2) Qualifications: 10 points (3 points are awarded for each nationally recognized qualification, with a maximum of 10 points. Examples include the Accounting Professional Qualification Certificate, Computer Certification, Driver’s License, Mandarin Proficiency Certificate, and Gas Industry Occupational Certificate, among others.)

(3) Qualifications and Experience: 20 points (assigned through a comprehensive evaluation based on the candidate’s years of work experience, professional expertise, ability to identify and resolve problems, and career development potential, among other factors).

2. Competitive Presentation Scoring (60 points): See Attachment 5 for the detailed scoring criteria.

(6) Candidate Selection

The Recruitment Office shall calculate the comprehensive scores of all candidates and, based on a 1:2 ratio (ranked in descending order of comprehensive score), submit a proposed list of candidates for each position to the Recruitment Leadership Group for deliberation and confirmation.

(7) Personnel Investigation

The Leading Group for Competitive Recruitment shall, in accordance with organizational procedures and relevant regulations, submit to the Company a confirmed list of proposed candidates. The Group Company shall determine the individuals to be assessed, organize the assessment process, and submit an assessment report; if the assessment indicates that a candidate is not suitable for the position in question, a single round of supplementary selection shall be conducted based on the candidates’ overall scores for that position, in descending order.

(8) Discussion and Decision

The Company shall, based on the scores and assessment results of the candidates under consideration as well as other relevant factors and in light of the specific requirements of each position, conduct a comprehensive evaluation to determine the final hire. The appointment procedures shall be carried out in accordance with the Company’s applicable regulations. If no suitable candidate is identified, the position may remain unfilled.

(9) Public Announcement and Probationary Period for Appointment

In accordance with the company’s decision, the newly hired personnel shall be publicly announced for a period of five working days. Upon expiration of the announcement period, if no objections are raised that would affect their appointment and employment, pre-appointment and integrity talks shall be conducted in accordance with the prescribed procedures, and the relevant formalities shall be completed.

The Group’s Finance Department shall implement a probationary period for its Manager and Deputy Managers (six months). Upon successful completion of the probationary period and passing the performance evaluation, the individuals shall be formally appointed to their respective positions, with the probationary period counted as part of their length of service. If the evaluation reveals that the individual is not competent for the position or fails the assessment, they shall be relieved of the provisional appointment, forfeit all probationary benefits, and be assigned work in accordance with the specific circumstances and actual needs.

(10) Other Arrangements

1. Alternate Arrangements

Employees in original management positions within the company who do not apply for or are unsuccessful in the competitive selection process shall be assigned to general staff roles by the company. If such employees refuse to comply with the aforementioned arrangement, the company shall negotiate with them to terminate their employment contracts.

VII. Arrangements for the Competitive Recruitment Process

(1) Registration Period

The application period for the competitive recruitment of the Company’s Finance Department Manager and Deputy Managers will commence on April 21, 2020, and will close at 12:00 noon on April 27, 2020.

(2) Qualification Re-examination

Complete the re-examination and publish the list by April 29, 2020.

(3) Competition Preparation and Examination

Candidates must submit their application materials by April 30, 2020, including the registration form, a statement of integrity, a PowerPoint presentation for the candidacy speech, and copies of their academic credentials and professional qualification certificates.

(4) Competitive Recruitment Work

The competitive recruitment process shall be conducted before May 5, 2020.

 

Attachment:

1. Job Positions and Number of Vacancies for the Competitive Recruitment of Manager and Deputy Manager of the Finance Department of Xishuangbanna Petrochemical Group

2. Qualification Requirements for the Positions of Finance Department Manager and Deputy Manager at Xishuangbanna Petrochemical Group

3. Financial Department Manager and Deputy Manager of Xishuangbanna Petrochemical Group: Competitive Recruitment for Position Registration Form

4. “Letter of Integrity Commitment for Candidates in the Competitive Recruitment for the Positions of Finance Department Manager and Deputy Manager at Xishuangbanna Petrochemical Group”

5. Evaluation Form for the Competitive Selection and Appointment Speeches of the Finance Department Manager and Deputy Manager of Xishuangbanna Petrochemical Group                 

 

Xishuangbanna Petrochemical Group Limited Liability Company

                          2020 year 4 month 20 day