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Хүний нөөцийн заавар

Шүүхийн шийдвэр гүйцэтгэх ерөнхий
газрын даргын 2015 оны 12 дугаар сарын
31-ний өдрийн А/272 дугаар тушаалын хавсралт

ШҮҮХИЙН ШИЙДВЭР ГҮЙЦЭТГЭХ БАЙГУУЛЛАГЫН
ХҮНИЙ НӨӨЦИЙН ЗААВАР

Нэг. Нийтлэг үндэслэл

1.1. Хүний нөөцийн заавар нь Монгол Улсын Үндсэн хууль, Төрийн албаны тухай, Шүүхийн шийдвэр гүйцэтгэх тухай, Хөдөлмөрийн тухай, Цэргийн албан хаагчийн тэтгэвэр, тэтгэмжийн тухай, Иргэний цэргийн үүргийн болон цэргийн албан хаагчийн эрх зүйн байдлын тухай, Засгийн газрын агентлагийн эрх зүйн байдлын тухай хуулиуд, тэдгээрийг хэрэгжүүлэхээр гаргасан эрх зүйн бусад актаар зохицуулагдана.
1.2. Хүний нөөцийн зааврын зорилго нь Шүүхийн шийдвэр гүйцэтгэх байгууллагын хүний нөөцийн бодлогыг хэрэгжүүлэх нөхөн хангах арга замыг боловсруулах, хүний нөөцийн хэрэгцээг тодорхойлох, судлах, сонгож бэлтгэх, оновчтой байршуулах, сурган дадлагажуулах, тэднийг төлөвшүүлэх, хөгжүүлэх, эрхийг нь хамгаалах цогц харилцааг зохицуулахад оршино.

1.3. Хүний нөөцийн зааврын зорилт нь Шүүхийн шийдвэр гүйцэтгэх байгууллагын хүний нөөцийн талаар хуулиар хүлээсэн чиг үүргийг хэрэгжүүлэх, иргэдэд шуурхай, чанартай үйлчилгээ үзүүлэх бие бүрэлдэхүүнийг бүрдүүлэхтэй холбогдсон харилцааг зохицуулахад чиглэгдэнэ.

1.4. Хүний нөөцийг сонгох, сургах, мэргэшүүлэх, томилох, дэвшүүлэх, үнэлэх, шагнах, хариуцлага хүлээлгэх үйл ажиллагаанд баримтлах зарчим :
Хуулийг дээдэлсэн, шударга, ёс зүйтэй, ил тод нээлттэй, авилгаас ангид байх
1.5.Энэхүү заавар нь Төрийн албан тушаалыг эрхэлж, бүрэн эрхээ хэрэгжүүлсний төлөө төрөөс цалин хөлс авч, ажиллах нөхцөл, баталгаагаар хангагдан ШШГБ-д ажиллаж байгаа төрийн тусгай болон үйлчилгээний албан хаагч, байгууллагын захиалгаар гадаад, дотоодын сургуульд суралцагсад, гэрээгээр ажиллагсдад үйлчилгнэ.
1.6. Төрийн үйлчилгээний албан хаагч : Төрийн албаны тухай хуулийн 9 дүгээр зүйлийн

Хоёр. Хүний нөөцийн удирдлага,
зохион байгуулалт

2.1. Шүүхийн шийдвэр гүйцэтгэх байгууллагын хүний нөөцийн бодлогыг Шүүхийн шийдвэр гүйцэтгэх ерөнхий газрын дарга тодорхойлж, Захиргааны удирдлагын газар хэрэгжилтийг зохион байгуулна.

2.2. Шүүхийн шийдвэр гүйцэтгэх байгууллагын чиг үүрэг, зорилго, зорилтыг биелүүлэхэд албан хаагчдын мэдлэг, ур чадварыг үр ашигтай, үр дүнтэй ашиглах нөхцөлийг хангах нь хүний нөөцийн удирдлагын үндсэн үүрэг мөн.

2.3. Шүүхийн шийдвэр гүйцэтгэх ажиллагааг иргэдэд чирэгдэлгүй, шуурхай, ил тод нээлттэй болгож, сахилга, дэг журмыг бэхжүүлэх, дээд байгууллагаас баримталж буй бодлогыг тууштай хэрэгжүүлж, хамт олны дунд сэтгэл зүйн таатай уур амьсгал бүрдүүлэх, тэднийг өөрийн дотоод итгэл үнэмшлээрээ хууль тогтоомжийг сахин биелүүлдэг болгон төлөвшүүлэх нь бүх шатны удирдах албан тушаалтны үүрэг байна.

2.4. Шүүхийн шийдвэр гүйцэтгэх ерөнхий газрын Захиргааны удирдлагын газар нь Хүний нөөцийн чиглэлээр :

2.4.1. Дараах үүргийг хэрэгжүүлнэ.
А. Шүүхийн шийдвэр гүйцэтгэх байгууллагын хэмжээнд Хүний нөөцийн стратегийн төлөвлөлт, хэрэгцээг тодорхойлох, орон тоо бүрдүүлэх, боловсон хүчнийг судлах, сонгон шалгаруулах, тэднийг оновчтой байршуулах, үнэлэх, урамшуулж идэвхижүүлэх, хариуцлагын тогтолцоо бүрдүүлэх талаар бодлого боловсруулж, хэрэгжүүлэх
Б. Шүүхийн шийдвэр гүйцэтгэх байгууллагад Төрийн албаны, Хөдөлмөрийн тухай хууль болон хүний нөөцтэй холбогдолтой бусад хууль тогтоомжийн хэрэгжилтийг зохион байгуулах, төрийн албанд ил тод, шударга ёсны зарчмыг хэрэгжүүлэхэд мэргэшил, арга зүйн удирдлагаар хангах
В. Хүний нөөцийн чиглэлээр ирүүлсэн санал, материалыг хүлээн авч, судлах, хууль, эрх зүйн актад нийцэж байгаа эсэхэд хяналт тавьж, хариу өгөх
Г.Төрийн албаны салбар зөвлөлийн хурлаар хэлэлцэх асуудлыг боловсруулж, бэлтгэл хангах
Д.Хүний нөөцийн тоо бүртгэл, хувийн хэргийн баяжилтийг цаг тухайд нь үнэн зөв бүртгэж хөтлөх
Е. Шүүхийн шийдвэр гүйцэтгэх байгууллагын төрийн албан хаагчдын мэдээллийн санг эрхлэн хөтлөх үйл ажиллагааг боловсронгуй болгох, бүрдүүлэх, эрхлэн хөтлөх үйл ажиллагааг боловсронгуй болгох
2.4.2. Дараах эрхийг эдэлнэ.
А. Шүүхийн шийдвэр гүйцэтгэх газрын газар, хэлтэс, тасгийн дарга болон Хорих анги, шийдвэр гүйцэтгэх алба, салбар нэгжийн дарга нараас хүний нөөцийн талаар гаргасан санал, дүгнэлт нь холбогдох хууль, тогтоомж, энэхүү зааварт нийцэж байгаа эсэхийг хянаж, нийцээгүй тохиолдолд буцаах
Б. Шүүхийн шийдвэр гүйцэтгэх байгууллагын албан хаагчдын талаар санал, дүгнэлт, тодорхойлолт гаргах
В.Байгууллагын хүний нөөц, албан хаагчдын нийгмийн асуудал, тэдний хууль смны эрх ашгийг хамгаалах талаар саналаа Шүүхийн ерөнхий газрын удирдлагад уламжлан шийдвэрлүүлэх
Г. Хорих анги, шийдвэр гүйцэтгэх алба, салбар нэгжийн хүнтэй ажиллах арга зүйн чиглэл, удирдамж өгч биелэлтийг шалгах, ажилтнуудын ажил хэрэг, ёс зүй, хувийн зан байдлын тухай тодорхойлолт гаргуулах
Д. Шүүхийн шийдвэр гүйцэтгэх байгууллагын албан хаагчдыг үйл ажиллагааны үр дүн мэргэшлийн түвшингийн үнэлгээ болон бусад шаардлагатай мэдээ, судалгааг үндэслэн албан тушаал дэвшүүлэх, бууруулах, зохих шатны сургалтад хамруулах, цол, зэрэг олгох, цалин хөлсийг өөрчлөх, шагнаж урамшуулах, хариуцлага тооцох асуудлыг Шүүхийн шийдвэр гүйцэтгэх ерөнхий газрын даргад уламжилж шийдвэрлүүлэх
Е. Шүүхийн шийдвэр гүйцэтгэх байгууллагад ажиллах болон тус байгууллагын нэр дээр сургууль, дамжаанд суралцах хүмүүстэй Шүүхийн шийдвэр гүйцэтгэх ерөнхий газрыг төлөөлж гэрээ хийж, түүний биелэлтийг хангуулах, хяналт тавих, гэрээг дүгнэх, цуцлах, шаардлагатай бусад арга хэмжээг авах
Ё. Хүний нөөцийн асуудлаар төрийн захиргааны болон бусад байгууллагатай харилцах

Гурав. Шүүхийн шийдвэр гүйцэтгэх байгууллагад
ажиллах иргэнд тавих шаардлага, шалгуур үзүүлэлт

3.1. Шүүхийн шийдвэр гүйцэтгэх байгууллагад ажиллахыг хүссэн иргэн дараах нийтлэг шаардлагыг хангасан байна:
3.1.1.Шүүхийн шийдвэр гүйцэтгэх байгууллагад ажиллахыг сайн дураар хүссэн, 18 насанд хүрсэн Монгол Улсын иргэн;
3.1.2.тухайн аймаг, нийслэл, сум, дүүрэгт оршин суугаа хаягийн бүртгэл хийгдсэн иргэний үнэмлэхтэй;
3.1.3.ял шийтгэл эдэлж байгаагүй;
3.1.4.офицер, ахлагчийн албан тушаалд тавигдах шаардлага хангасан 35 хүртэлх насны эрэгтэй, 30 хүртэл насны эмэгтэй
3.1.5.байгууллагад нэн шаардлагатай төрөл мэргэжлийн /эмнэлгийн мэргэжилтэн, цахилгаанчин, радио холбоо, мэдээллийн технологийн инженер, D E ангиллын жолооч гэх мэт/ албан тушаалд насны хязгаар заахгүй;
3.1.6.Эрүүл мэндийн байдал / мэс засал, дотор, мэдрэл, арьс өнгө, ДОХ, нүд, чих, хамар хоолой, шүд, сүрьеэ, халдварт, эмэгтэйчүүдийн мэргэжлийн эмч нарын үзлэгээр орж, цэргийн албанд тэнцэх эсэх тухай эмнэлэгийн дүгнэлт гарсан байх / зөвхөн Батлан хамгаалах, Хууль сахиулах алба хаагчдын нэгдсэн эмнэлгийн дүгнэлттэй/;
3.1.7.бие бялдрын зөв хөгжилтэй, 170 см-ээс доошгүй өндөртэй эрэгтэй, 160 см-ээс доошгүй өндөртэй эмэгтэй;
3.1.8. Тухайн мэргэжлийн хувьд тусгайлан тавигдах бие бялдарын болон гоо зүйн шалгуур үзүүлэлтийг хангасан байх. / биеийн ил гарах хэсэгт шивээсгүй, чих цоолоогүй /эрэгтэй/;
3.1.9.цэргийн жинхэнэ алба хаасан /1990 оны 05 сарын 06-нд төрсөн буюу түүнээс хойш төрсөн иргэдэд хамаарна/;
3.1.10.Шүүхийн шийдвэр гүйцэтгэх байгууллагын албан хаагчдын бие бялдрын болон сэтгэл зүйн бэлтгэлжилтийн шалгуур үзүүлэлтийг хангасан;
3.1.11.эмнэлгийн мэргэжилтнээр томилогдох бол Эрүүл мэндийн тухай хуулийн 25 дугаар зүйлийн 25.3-т заасан мэргэжлийн үйл ажиллагаа эрхлэх зөвшөөрөлтэй;
3.1.12.Төрийн албаны зөвлөлөөс баталсан “Шүүхийн шийдвэр гүйцэтгэх байгууллагад ажилд орох иргэнээс шалгалт авах журам”-д заасны дагуу шалгалт өгч тэнцсэн.
3.1.13. Ар гэрийн гачигдалгүй, хөдөө орон нутгийн анги, алба, нэгжид ажиллах боломжтой байх

3.2. Боловсрол, мэргэжлийн шаардлага:
3.2.1.офицерийн албан тушаалд Хууль сахиулахын болон магадлан итгэмжлэгдсэн бусад их, дээд сургууль төгсөж бакалавр, түүнээс дээш түвшний боловсрол эзэмшсэн, комьпютерийн хэрэглээний программуудыг ашиглах чадвартай байхХууль сахиулах их сургуулийн Ахлагчийн сургалтад хамрагдсан;
3.2.2.ахлагчийн бүрэлдэхүүнд бүрэн дунд, түүнээс дээш түвшний боловсролтой, тухайн ажлын байрны шаардлага хангасан Хууль сахиулах их сургуулийн Ахлагчийн сургуулийн сургалтад хамрагдсан.
3.2.3.удирдах албан тушаалд хууль зүйн болон төрийн удирдлагын бакалавр ба түүнээс дээш боловсролтой, удирдах ажлын мэдлэг, чадвар, дадлагатай/ ангийн дэд дарга, ШШГЕГ-ын ахлах мэргэжилтнүүдээс дээш албан тушаалд /
3.3. Шүүхийн шийдвэр гүйцэтгэх байгууллагад ажилд орох иргэн “Шүүхийн шийдвэр гүйцэтгэх байгууллагын ажилтны ёс зүйн дүрэм”-д заасан Ёс зүйн шалгуурыг хангасан байна.

3.4.Шийдвэр гүйцэтгэгчид тавигдах шаардлага, түүнд эрх олгох:
3.4.1.Шийдвэр гүйцэтгэгч нь Шүүхийн шийдвэр гүйцэтгэх тухай хуулийн 132 дугаар зүйлийн 132.4 дэх хэсэг болон энэ зааврын 3.1.1-3.1.8, 3.1.12-т заасан шаардлагыг тус тус хангасан, хууль зүйн дээд боловсролтой, Монгол Улсын иргэн байна.

3.4.2.Шийдвэр гүйцэтгэгчийн эрхийг Шүүхийн шийдвэр гүйцэтгэх ерөнхий газрын дарга олгоно.

Дөрөв. Шүүхийн шийдвэр гүйцэтгэх байгууллагад
ажилд анх орох иргэний бүрдүүлэх материал

4.1. Шүүхийн шийдвэр гүйцэтгэх байгууллагад анх ажилд орох иргэн дараах баримт бичиг бүрдүүлнэ:
4.1.1.ажилд орохыг хүссэн өргөдөл;
4.1.2.гурван үеийн намтар /өөрийн, төрсөн эцэг, эх, өвөг эцэг, эмэг эх,/;
4.1.3.иргэний үнэмлэхний нотариатаар хуулбар;
4.1.4.боловсролын үнэмлэх, диплом, нотариатаар баталгаажуулсан хуулбарын хамт;
4.1.5.эрүүл мэндийн үзлэгт орсон хуудас /Батлан хамгаалах, Хууль сахиулах алба хаагчдын нэгдсэн эмнэлэгт/;
4.1.6.оршин суугаа баг, хорооны Засаг даргын тодорхойлолт;
4.1.7.урьд ажиллаж байсан байгууллагын тодорхойлолт /цэргийн байгууллагад ажиллаж байсан бол цолны лавлагаа/;
4.1.8.төрийн албан хаагчийн анкет /маягт №1/;
4.1.9.эрүүл мэндийн даатгалын дэвтэр;
4.1.10.нийгмийн даатгалын болон хөдөлмөрийн дэвтэр;
4.1.11.сүүлийн 6 сарын дотор авахуулсан цээж зураг /4х6 хэмжээтэй 2 хувь, 3х4 хэмжээтэй 2 хувь/;
4.1.12.эмнэлгийн мэргэжилтэн мэргэжлийн үйл ажиллагаа эрхлэх зөвшөөрөл;
4.1.13.цэргийн үүрэгтний үнэмлэх.
4.1.14. өр төлбөртэй эсэх лавлагаа
4.2. Дээрх баримт материалыг дутуу бүрдүүлсэн тохиолдолд материалыг өөрт нь буцаан олгож сонгон шалгаруулалтын бүртгэлээс хасна.

4.3. Шүүхийн шийдвэр гүйцэтгэх байгууллагаас болон төрийн бусад байгууллагаас дутагдлаар халагдсан иргэний материалыг хүлээн авахгүй.

Тав.Шүүхийн шийдвэр гүйцэтгэх байгууллагад шинээр
ажилд орох иргэнийг нөөцөд бүртгэхээр судлах

5.1. Албан хаагчийг нөөцөд бүртгэхээр сонгож, судлах ажлыг Захиргааны удирдлагын газрын дарга, Хүний нөөцийн асуудал эрхэлсэн нэгжийн дарга, хүний нөөцийн асуудал хариуцсан мэргэжилтэн, хорих анги, шийдвэр гүйцэтгэх алба, салбар нэгжийн дарга нар хариуцна.

5.2. Ажилд шинээр авах иргэний 3 үеийн намтартай танилцаж судална.

5.3. Баримт бичгээр судлах:
5.3.1.иргэний баримт бичгийг /иргэний үнэмлэх, төрсний гэрчилгээ, гэр бүлийн баталгаа, хүүхдийн гэрчилгээ, хөдөлмөрийн дэвтэр, нийгмийн даатгал, эрүүл мэндийн дэвтэр гэх мэт/ үндсэн эхээр нь авч танилцах;
5.3.2.шаардлагатай тохиолдолд зарим баримт бичгийг олгосон газраас нь лавлагаа авах;
5.3.3.сургууль, дамжааг төгссөнийг гэрчлэх диплом, гэрчилгээ, үнэмлэх, бусад баримт бичгийг үндсэн эхээр нь нотариатаар баталгаажуулсан хуулбартай нь тулган шалгах;
5.3.4.төрийн албанд ажилласан хугацааг тогтоох үндсэн баримт нь хөдөлмөрийн буюу нийгмийн даатгалын дэвтэр, архивын лавлагаа, тушаал зэрэг болно.
5.4. Ял шийтгэлтэй эсэхийг судлах:

5.4.1.ажилд авахаар судалж буй иргэний ял шийтгэлтэй эсэхийг хүний нөөцийн мэргэжилтэн Цагдаагийн ерөнхий газрын мэдээлэл судалгааны төвөөр шалгуулна.
5.4.2.шаардлагатай тохиолдолд оршин суугаа нутаг дэвсгэрийн Цагдаагийн байгууллагаас захиргааны зөрчил гаргаж байсан эсэх тухай лавлагаа авч болно.

5.5. Ярилцлага хийх, хамт олноор хэлэлцүүлж судлах:

5.5.1.ажилд авах иргэнийг газар, хэлтэс, тасаг, ажиллуулах хорих анги, шийдвэр гүйцэтгэх алба, салбар нэгжийн дарга, хүний нөөцийн мэргэжилтэн уулзан ярилцаж, үнэлэлт дүгнэлт гаргах;
5.5.2. ажилд орох хүсэлтэй иргэнтэй ажиллуулах газар, хэлтэс, тасаг, хорих анги, шийдвэр гүйцэтгэх алба, салбар нэгжийн дарга, хүний нөөцийн мэргэжилтэн нар уулзан ярилцаж, судлан, байгууллагын даргын зөвлөлийн хуралдаанд өөрийг нь байлцуулан ажилд авах талаар хэлэлцүүлнэ.

5.6.Тухайн иргэнийг судалсан хорих анги, шийдвэр гүйцэтгэх алба, салбар нэгжийн даргын зөвлөлийн хуралдааны тэмдэглэл, холбогдох саналын хамт албан бичгээр Шүүхийн шийдвэр гүйцэтгэх ерөнхий газрын Захиргааны удирдлагын газарт ирүүлнэ.

Зургаа. Хүний нөөц бүрдүүлэх

6.1. Шүүхийн шийдвэр гүйцэтгэх байгууллагын төрийн тусгай албанд шинээр орох хүсэлт гарган ахлагчийн сургалтад хамрагдаж, шалгалтад тэнцсэн иргэдийн судалгаа, холбогдох бусад материалыг Хүний нөөцийн тасаг хадгалан, ахлагч бүрэлдэхүүний нөөцөд бүртгэн авна.
6.2. Офицер бүрэлдэхүүний нөөц нь Хууль сахиулахын их сургуулийн шүүхийн шийдвэр гүйцэтгэлийн сургуулийн сонсогч, тус байгууллагатай гэрээгээр дотоод, гадаадын бусад их, дээд сургуульд сурч буй сонсогч, оюутан, нөөцөд бүртгэгдсэн дээд боловсролтой иргэн, дэвшүүлэн томилох боломжтой ахлагч нараас бүрдэнэ.

6.3. Шийдвэр гүйцэтгэгчийн нөөцийг Хууль зүйн асуудал эрхэлсэн Засгийн газрын гишүүний баталсан “Шийдвэр гүйцэтгэгчийг сонгон шалгаруулах журам”-д заасны дагуу сонгон шалгаруултад тэнцсэн иргэдээс бүрдүүлнэ.

6.4. Шүүхийн шийдвэр гүйцэтгэх байгууллагын нэг албан тушаалд ажлын байрны төрөл, мэргэжлийн шаардлагыг хангасан 2-оос доошгүй хүний нөөцтэй байна.

6.5. Шүүхийн шийдвэр гүйцэтгэх байгууллагад ажиллаж байгаад чөлөөлөгдсөн иргэн дахин тус байгууллагад ажилд орох материал бүрдүүлсэн тохиолдолд чөлөөлөгдсөн үндэслэл, шалтгааныг нягтлан судалж, урьд гаргаж байсан зөрчлийн талаар холбогдох нэгжийн албан тушаалтнаас тодорхойлолт, лавлагаа гаргуулан Шүүхийн шийдвэр гүйцэтгэх ерөнхий газрын даргад танилцуулж шийдвэрлүүлнэ.

6.6. Захиргааны удирдлагын газар нь эрхэлсэн ажил, албан тушаалаа үр дүнтэй хэрэгжүүлж, үр дүнгийн гэрээний биелэлт болон бусад ажлын шалгуур үзүүлэлтийг хангалттай сайн хангасан алба хаагчийг хорих анги, шийдвэр гүйцэтгэх алба, салбар нэгжийн даргын саналыг үндэслэн дэвшүүлэн томилох боломжтой алба хаагчийн нөөцөд авч, Шүүхийн шийдвэр гүйцэтгэх ерөнхий газрын даргад танилцуулж, шийдвэрлүүлнэ.

6.7. Удирдах албан тушаалтны нөөцийг Хүний нөөц, сургалтын хэлтэс энэ журмын 6.8, 6.9-д дурдсан нийтлэг болон тусгай шаардлагыг хангасан алба хаагчдаас бүрдүүлнэ.

6.8. Нийтлэг шаардлага:
6.8.1.удирдан зохион байгуулах, манлайлах чадвартай;
6.8.2.хамт олны дунд нэр хүндтэй;
6.8.3.бие хүний хувьд төлөвшсөн, хувийн соёлтой;
6.8.4.харилцааны ур чадвар эзэмшсэн;
6.8.5.шударга, зарчимч, аливаад тууштай ханддаг;
6.8.6.багаар ажиллах чадвартай;
6.8.7.өөрийгөө хөгжүүлэх эрмэлзэлтэй.
6.9. Тусгай шаардлага:

6.9.1.ерөнхий газрын газар, хэлтэс, тасаг, харьяа хорих анги, шийдвэр гүйцэтгэх алба, салбар нэгжийн ахлах ажилтан нь дээд боловсролтой, тус байгууллагад мэргэжлээрээ 3-аас доошгүй жил ажилласан;
6.9.2.ерөнхий газрын тасгийн дарга, хорих анги, шийдвэр гүйцэтгэх алба, салбар нэгжийн дэд дарга нь ахлах ажилтнаар 3-аас дээш жил ажилласан;

6.9.3.ерөнхий газрын хэлтсийн дарга, хорих анги, шийдвэр гүйцэтгэх алба, салбар нэгжийн дарга нь удирдах албан тушаалд 5-аас дээш жил ажилласан, энэ зааврын 3.2.3-д заасан шаардлагыг хангах
6.9.4. Мэдээллийн технологи, радио холбоо гэх мэт тусгай мэргэжлийн хэлтэс, тасгийг удирдах ажилтан нь тухайн мэргэжлийн чиглэлээр бакалавр болон түүнээс дээш зэрэгтэй байх шаардлагыг хангасан байна.

6.10. Энэ журмын 6.6, 6.7-д заасан шаардлагыг хангасан албан хаагчдын материалыг хорих анги, шийдвэр гүйцэтгэх алба, салбар нэгжийн дарга нь зөвлөлийн хуралдааны шийдвэрийн хамт Шүүхийн шийдвэр гүйцэтгэх ерөнхий газрын Захиргааны удирдлагын газарт жилд нэгээс доошгүй удаа ирүүлнэ.
6.11. Шүүхийн шийдвэр гүйцэтгэх ерөнхий газар, харьяа хорих анги, шийдвэр гүйцэтгэх алба, салбар нэгжид ажиллаж байгаа албан хаагчдыг дэвшүүлэн томилох нөөцөд бүртгэхдээ уг алба хаагч сахилга, ёс зүйн зөрчилд хэрхэн холбогдож байсан талаар мэдээлэл хангалтгүй байгаа тохиолдолд холбогдох нэгжийн албан тушаалтнаас тодорхойлолт авна.

Долоо. Хүний нөөцийн томилолт

7.1. Шүүхийн шийдвэр гүйцэтгэх байгууллагад анх болон албан тушаал дэвшин томилогдсон албан хаагчийг Төрийн албаны тухай хуульд заасны дагуу 6 сараас 1 жил хүртэл хугацаанд туршилтын журмаар ажиллуулна.

7.2. Туршилтын хугацаанд тухайн албан хаагчтай үр дүнгийн гэрээ байгуулах, дүгнэх, туршилтын хугацааг сунгах, тангараг өргүүлэх, тухайн албан тушаалд томилох, чөлөөлөх асуудлыг Төрийн албаны зөвлөлөөс баталсан “Төрийн жинхэнэ албан тушаалд туршилтын хугацаа хэрэглэх болзол, журам”-аар зохицуулна.

7.3. Шүүхийн шийдвэр гүйцэтгэх байгууллагын зардлаар Хууль сахиулахын их сургуулийн Шийдвэр гүйцэтгэлийн сургууль, гадаадын их, дээд сургуулийг төгссөн сонсогчийг офицерийн бүрэлдэхүүнд оруулахдаа анх ээлжийн дарга, харуул хамгаалалтын офицер болон Шүүхийн шийдвэр гүйцэтгэх ерөнхий газрын ерөнхий жижүүр, төлөөлөгчийн албан тушаалд энэ зааврын 7.1, 7.2-т заасан журмаар томилно.

7.4. Байгууллагын нэр дээр суралцагсадтай тухайн сургуулийг төгсөөд 5-аас доошгүй жил ажиллах гэрээ байгуулна.

7.5. Байгууллагын зардлаар суралцагсад сахилга, сурлагаар тэнцэхгүйн улмаас сургуулиас хасагдсан, сургууль төгсөөд хуваарилагдсан газар томилогдсон албан тушаалд очоогүй буюу гэрээнд заасан хугацаанд ажиллаагүй бол суралцсан хугацааны зардлыг төлүүлнэ.

7.6. Гэрээнд заасан хугацаанаас өмнө Шүүхийн шийдвэр гүйцэтгэх байгууллагаас халагдсан тохиолдолд суралцсан хугацаанд байгууллагаас гаргасан зардлыг дор дурьдсан хувиар төлүүлнэ.
1 жил хүртэл ажилласан бол -100 хувь
2 жил хүртэл ажилласан бол -80 хувь
3 жил хүртэл ажилласан бол -60 хувь
4 жил хүртэл ажилласан бол -40 хувь
5 жил хүртэл ажилласан бол 20 хувь

7.7. Байгууллагын нэр дээр суралцаж төгссөн албан хаагчид 5-аас доошгүй жил үр бүтээлтэй ажилласан тохиолдолд дипломын хавсралтаа авах тухай хүсэлтээ Захиргааны удирдлагын газрын даргад ирүүлж шийдвэрлүүлж болно.

7.8. Шинээр томилогдсон албан хаагчид тухайн газар, хорих анги, шийдвэр гүйцэтгэх алба, салбар нэгжийн дарга түүний албан тушаалтай холбогдох эрх зүйн акт болон эрх үүргийг тодорхой танилцуулж, үр дүнгийн гэрээ байгуулсны үндсэн дээр ажил хүлээлгэж өгнө.
7.9. Хөдөлмөрийн тухай хуулийн 106 дугаар зүйлийн 106.1-д заасан хүүхэд асрах чөлөөтэй байгаа албан хаагчийн албан үүргийг нөөцийн бүртгэлд байгаа иргэнээс түр орлон гүйцэтгэгчээр томилж болно.
7.10. Албан үүргийг түр орлон гүйцэтгэж байгаа тохиолдолд цэргийн цол олгохгүй.
7.11. Цэргийн албан хаагч өөрөө хүсвэл дээрх албан үүргийг түр орлон гүйцэтгүүлж болно.
7.12. Албан үүргийг түр орлон гүйцэтгэгчээр томилогдсон хэн боловч Хөдөлмөрийн тухай хуулийн 35 дугаар зүйлийн 35.1.4 дэх хэсэгт заасны дагуу хүүхэд асрах чөлөөтэй хүн ажилдаа орохыг хүсвэл орон тоог чөлөөлж өгөх үүрэг хүлээнэ.

7.13. Шүүхийн шийдвэр гүйцэтгэх байгууллагын удирдах албан тушаалтны томилгоог Шүүхийн шийдвэр гүйцэтгэх ерөнхий газрын даргын зөвлөлийн хуралдаанаар доорх материалыг харгалзан өөрийг нь байлцуулан хэлэлцэж шийдвэрлэнэ:
7.13.1.энэ зааврын 6.8, 6.9-д заасан нийтлэг болон тусгай шаардлага, шалгуурыг хангасан эсэх;
7.13.2.ажилласан жил, хариуцсан ажлын үр дүн, ажлын байрны тодорхойлолтод тавигдсан мэргэжил эзэмшсэн байх.

7.14. Засгийн газрын агентлагийн эрх зүйн байдлын тухай хуулийн 8 дугаар зүйлийн 8.3.5 дахь хэсэгт заасны дагуу алба хаагчийг орон нутагт сэлгэн ажиллуулах асуудлыг орон тоо, хүний нөөцийн мэдээллийг үндэслэн Шүүхийн шийдвэр гүйцэтгэх ерөнхий газрын дарга шийдвэрлэнэ.

7.15.Шүүхийн шийдвэр гүйцэтгэх байгууллагын албан хаагч томилогдсон өдрөөс хойш тухайн газар, хэлтэс, хорих анги, шийдвэр гүйцэтгэх алба, салбар нэгжид 3-аас дээш жил тогтвор суурьшилтай, үр дүнтэй ажилласны дараа дэвших, шилжин ажиллах асуудлыг албан хаагчийн гаргасан өргөдөл, хорих анги, шийдвэр гүйцэтгэх алба, салбар нэгжийн даргын саналын хамт Захиргааны удирдлагын газарт ирүүлнэ.

7.16.Шүүхийн шийдвэр гүйцэтгэх байгууллагын албан хаагчийг шилжүүлэн томилох асуудлыг тухайн газар, хорих анги, шийдвэр гүйцэтгэх алба, салбар нэгжийн даргын зөвлөлийн хуралдааны шийдвэр, санал, тодорхойлолт болон дараах үндэслэлийг харгалзан Захиргааны удирдлагын газрын даргын зөвлөлөөр хэлэлцэж, Шүүхийн шийдвэр гүйцэтгэх ерөнхий газрын даргад танилцуулна:
7.17. Хүний нөөцийн асуудал хариуцсан нэгжээс нөөцөд бүртгэлтэй иргэдэд 2 удаа ажлын байрны санал тавьж татгалзсан хариу өгсөн тохиолдолд нөөцөөс хасна.
7.18. Шүүхийн шийдвэр гүйцэтгэх байгууллагын албан хаагчийн үйл ажиллагаа, мэргэжлийн түвшинг үнэлэх, түүнийг томилох, чөлөөлөх, албан тушаалд дэвшүүлэх, албан тушаалаас бууруулах зэрэг асуудалтай холбогдсон баримт бичгийг газар, хэлтэс, тасаг, хорих анги, шийдвэр гүйцэтгэх алба салбар нэгжийн дарга хуурамчаар үйлдэх, шударга бус тодорхойлолт, гэрчилгээ, баталгаа гаргахыг хориглоно.
7.19. Шинээр томилогдсон албан хаагчийг Гүүхийн шийдвэр гүйцэтгэх ерөнхий газрын даргын баталсан “Тангараг өргөх журам”-ыг баримтлан цэргийн албан хаагчийн болон Шүүхийн шийдвэр гүйцэтгэх байгууллагын ажилтны тангарагийг хүндэтгэлтэйгээр өргүүлж тангарагийн хуудсанд гарын үсэг зуруулж хувийн хэрэгт хавсаргана.

Найм.Албан хаагчийн цалин хөлс

8.1. Шүүхийн шийдвэр гүйцэтгэх байгууллагын албан хаагчийн албан тушаалын цалингийн ангилалыг Шүүхийн шийдвэр гүйцэтгэх байгууллагын алба хаагчдын албан тушаалын ангилал, зэрэглэлийн дагуу, цалингийн шатлалыг эзэмшсэн мэргэжил, боловсрол, мэргэшилийн түвшин болон энэ зааврын 3.1.5-д заасан төрөл мэргэжлийн албан тушаалыг харгалзан, нэмэгдлийн хэмжээг хууль тогтоомжид заасны дагуу тус тус тогтооно.

8.2. Энэ зааврын 8.1-д заасан албан тушаалын цалингийн ангилал, шатлал, нэмэгдлийг Хүний нөөц, сургалтын хэлтсээс тогтоож, албан хаагчийг томилсон шийдвэрт тодорхой заана.

8.3. Шүүхийн шийдвэр гүйцэтгэх ерөнхий газрын албан хаагч болон хорих анги, шийдвэр гүйцэтгэх алба, салбар нэгжийн даргын цалингийн шатлал, бусад нэмэгдлийг ахиулах, нэмэх асуудлыг Захиргааны удирдлагын газрын саналыг үндэслэн Шүүхийн шийдвэр гүйцэтгэх ерөнхий газрын дарга, хорих анги, шийдвэр гүйцэтгэх алба, салбар нэгжийн албан хаагчийн албан тушаалын цалингийн шатлал, бусад нэмэгдлийг ахиулах, нэмэх асуудлыг хорих анги, шийдвэр гүйцэтгэх алба, салбар нэгжийн даргын тушаалаар тус тус шийдвэрлэнэ.

8.4. Хорих анги, шийдвэр гүйцэтгэх алба, салбар нэгжийн дарга цалингийн шатлал, бусад нэмэгдлийг ахиулах, нэмэх асуудлыг шийдвэрлэхдээ холбогдох хууль тогтоомж, эрх бүхий байгууллагаас тогтоосон заавар, журмыг чанд баримтлах бөгөөд энэ талаарх тайлан, мэдээг Захиргааны удирдлагын газарт сар бүр ирүүлнэ.

Ес.Албан хаагчийг тэтгэвэрт гаргах,
ажлаас чөлөөлөх, халах

9.1. Шүүхийн шийдвэр гүйцэтгэх байгууллагын офицер, ахлагчийг Монгол Улсын “Иргэний цэргийн үүргийн болон цэргийн албан хаагчийн эрх зүйн байдлын тухай”, “Цэргийн албан хаагчийн тэтгэвэр тэтгэмжийн тухай” хууль тогтоомжид зааснаар захиргааны санаачилгаар тэтгэвэрт гаргана.

9.2. Цэргийн тэтгэвэрт гарах албан хаагчдад шаардлагатай тохиолдолд мэдэгдэл өгнө. Мэдэгдэлд алба хаагчийн тэтгэвэрт гарах хугацааг тодорхой заана.

9.3. Цэргийн хувь тэнцүүлсэн тэтгэвэр тогтоолгох эрх үүссэн албан хаагчийг тэтгэвэрт гаргахдаа өөрийнх нь хүсэлтийг үндэслэнэ.

9.4. Цэргийн албан хаагчийг тэтгэвэрт гаргахдаа дараах зарчмыг баримтална:
9.4.1.Шүүхийн шийдвэр гүйцэтгэх байгууллагын офицер, ахлагч нь Монгол Улсын иргэний цэргийн үүргийн болон цэргийн албан хаагчийн эрх зүйн байдлын тухай хуулийн 13 дугаар зүйлийн 13.1 дэх хэсэгт заасан цэргийн жинхэнэ алба хаах насны дээд хязгаар хүртэл алба хаах;
9.4.2.Монгол Улсын иргэний цэргийн үүргийн болон цэргийн албан хаагчийн эрх зүйн байдлын тухай хуулийн 13 дугаар зүйлийн 13.2 дахь хэсэгт заасан цэргийн жинхэнэ алба хаах хугацааг сунгуулах саналыг Хууль зүйн асуудал эрхэлсэн төрийн захиргааны төв байгууллагад хүргүүлж, шийдвэрлүүлэх;
9.4.3.цэргийн жинхэнэ алба хаах насны дээд хязгаарт хүрсэн, тэтгэвэр тогтоолгох эрх үүсээгүй албан хаагчид үргэлжлүүлэн ажиллах хүсэлтээ өөрөө гаргах;
9.4.4.цэргийн жинхэнэ алба хаасан хугацааны болон цэргийн хувь тэнцүүлсэн, өндөр насны тэтгэвэр тогтоолгохтой холбогдон тус байгууллагаас гарах баримт материалыг хүний нөөцийн мэргэжилтэн бүрдүүлж, шийдвэрлүүлэх ба тушаал гарах өдөр хүртэл ажил үүргийг нь гүйцэтгүүлэх;
9.4.5.тэтгэвэрт гарч буй цэргийн албан хаагчид олгох нэг удаагийн тэтгэмжийг цэргийн жинхэнэ алба хаасан хугацааг харгалзан тухайн үед мөрдөгдөж байгаа хууль тогтоомжид заасны дагуу бодож олгох;
9.4.6.цэргийн жинхэнэ алба хаасан хугацааг энэ журмын 7.1, 7.2-т заасан туршилтын журмаар ажилласан хугацааг оруулан холбогдох хууль тогтоомжид заасан журмын дагуу тооцож тогтоох;
9.4.7.тэтгэвэрт гарч буй цэргийн офицер, ахлагчийг бэлтгэлээр чөлөөлж, байгууллагын ахмад ажилтны үнэмлэх олгож, ахмадын зөвлөл, хороонд бүртгэж, тэдэнтэй байнгын холбоотой ажиллана.
9.4.8.Шүүхийн шийдвэр гүйцэтгэх байгууллагын албан хаагчийг цэргийн алба хаасны болон өндөр насны тэтгэвэрт гарахад нь ажиллаж байсан газар, хорих анги, шийдвэр гүйцэтгэх алба, салбар нэгжээс албан ёсоор хүндэтгэл үзүүлнэ.
9.4.9.Тэтгэвэрт гарч буй албан хаагчид ажлын үнэмлэх, энгэрийн тэмдгийг дурсгал болгон үлдээнэ.

9.5.Албан хаагчийг ажлаас халах, чөлөөлөх, түр чөлөөлөх:
9.5.1.албан хаагчийг ажлаас халахдаа ажлын үр дүн, урьд нь гаргаж байсан сахилгын зөрчил, дутагдал, авч байсан арга хэмжээ, халах болсон үндэслэл, шалтгааныг тодорхой тусгасан тодорхойлолт, хуралдааны тэмдэглэл болон бусад холбогдох материалыг тухайн газар, хэлтэс, хорих анги, шийдвэр гүйцэтгэх алба, салбар нэгжээс бүрдүүлж ирүүлсэн нөхцөлд шийдвэрлэнэ;
9.5.2.шүүхийн шийдвэр гүйцэтгэх байгууллагын албан хаагчийг захиргааны санаачилгаар түр чөлөөлөх асуудлыг Төрийн албаны тухай хуульд зааснаар шийдвэрлэнэ;
9.5.3.шүүхийн шийдвэр гүйцэтгэх байгууллагын албан хаагчийг халах, өөрийн хүсэлт болон захиргааны санаачилгаар түр чөлөөлөх, чөлөөлөхдөө хүний нөөцийн мэргэжилтэн, хорих анги, шийдвэр гүйцэтгэх алба, салбар нэгжийн дарга нь ажлаас халах, чөлөөлөх тухай тушаалтай танилцуулж, гарын үсэг зуруулна.

 

Арав. Албан хаагчийн хувийн хэрэг хөтлөх,
баяжуулах, хяналтын хуудас, тоо бүртгэл

10.1. Албан хаагчийн хувийн хэргийг хөтлөх, баримт бичгийг бүрдүүлэх, баяжуулах, хадгалах, шилжүүлэх, танилцуулах болон бусад харилцааг зохицуулахад Төрийн албаны зөвлөлийн 2004 оны 06 дугаар сарын 15-ны өдрийн 18 дугаар тогтоолоор батлагдсан “Төрийн албан хаагчийн хувийн хэрэг хөтлөх журам”-ыг дагаж мөрдөнө.

10.2. Төрийн болон хувь хүний нууцад хамаарах асуудлыг хүний нөөцийн асуудал хариуцсан мэргэжилтэн, хэрэг хөтлөгч, хувийн хэрэгтэй танилцаж буй эрх бүхий албан тушаалтан /Шүүхийн шийдвэр гүйцэтгэх ерөнхий газрын дарга болон Захиргааны удирдлагын газрын дарга/ чанд сахиж ажиллана. Төрийн болон хувь хүний нууцыг задруулсан тохиолдолд холбогдох хууль тогтоомжид заасан хариуцлага хүлээлгэнэ.

10.3. Албан хаагчийн хяналтын хуудсыг хүний нөөцийн асуудал хариуцсан мэргэжилтэн өдөр тутам гарын авлага болгон ашиглаж, хувийн хэргийн адил баяжилт хийнэ.
10.4.. Албан тушаал эрхэлж байгаа болон нөөцөд байгаа хүний талаарх мэдээлэл, албан хаагчийн бүрэлдэхүүн, тогтвор суурьшил, хөдөлгөөн, боловсрол мэргэжлийн байдал, байршилын талаар албан хаагчийн нэгдсэн тоо бүртгэл хөтөлнө.
10.5. Албан хаагчийн нэгдсэн тоо бүртгэлийг дор дурдсан байдлаар хөтөлнө:
10.5.1.албан хаагчийн бүрэлдэхүүн, хөдөлгөөний тайланг товч болон дэлгэрэнгүй байдлаар жилд нэг удаа үнэн зөв гаргаж /маягтаар болон электрон хэлбэрээр/, тайланг гаргасан ажилтан өөрийн биеэр тухайн оны 12 дугаар сарын 15-ны дотор Шүүхийн шийдвэр гүйцэтгэх ерөнхий газрын Захиргааны удирдлагын газарт хүргэн ирж, хорих анги, шийдвэр гүйцэтгэх алба, салбар нэгжийн орон тоо, цалингийн сан, хувийн хэрэг, хяналтын хуудастай тулгалт хийнэ;

10.5.2.албан хаагчдад шагнал олгосон, сахилгын шийтгэл ногдуулсан тушаалуудыг хүний тоогоор /хэрвээ гэмт хэрэг үйлдсэн бол шүүхийн шийтгэх тогтоол бүрийг/ нэгтгэн Шүүхийн шийдвэр гүйцэтгэх ерөнхий газрын Захиргааны удирдлагын газарт ирүүлнэ;
10.5.3.гэмт хэрэг, сахилгын зөрчлийн мэдээг сар, жилээр гаргаж, тухайн сарын 25-ны дотор Захиргааны удирдлагын газарт ирүүлнэ;

10.5.4.дараа онд тэтгэвэрт гарах албан хаагчдын судалгааг 12 дугаар сарын 15-ны дотор Шүүхийн шийдвэр гүйцэтгэх ерөнхий газрын Захиргааны удирдлагын газарт ирүүлнэ;

10.5.5.хорих анги, шийдвэр гүйцэтгэх алба, салбар нэгжийн албан хаагч нэг бүрээр Төрийн албан хаагчийн анкет /маягт №1/-ыг 2 жил тутамд 1 удаа хар өнгийн бэхээр үнэн зөв, гүйцэт бөглүүлж, гарын үсгийг зуруулан баталгаажуулсныг шалгасны дараа нэгтгэн Шүүхийн шийдвэр гүйцэтгэх ерөнхий газрын Захиргааны удирдлагын газарт 12 дугаар сарын 15-ны дотор ирүүлнэ.

 

11 дүгээр зүйл. Хүлээлгэх хариуцлага

11.1. Албан тушаал дэвшсэн, ажилд шинээр томилогдсон хүн үүрэгт ажилдаа тэнхцэхгүй бол тухайн хүнийг албан тушаал дэвшүүлсэн, анх ажилд авахаар судалж, санал болгосон албан тушаалтан хариуцлага хүлээнэ.
11.2. Шүүхийн шийдвэр гүйцэтгэх байгууллагад ажилд орох, томилогдох үед холбогдох материалыг хуурамчаар бүрдүүлсэн, засварласан нь тогтоогдвол ажилтныг ажлаас халж, учирсан хохирлыг нөхөн төлүүлнэ.
11.3. Албан хаагчийн гаргасан зөрчлийг ШШГБ-ын “Албаны шалгалт явуулах журам”-д заасны дагуу шалгаж тогтоосон “Төрийн албаны тухай” хуулийн 26 дугаар зүйлийн 26.4-д заасан хугацааг чанд баримтлан ирүүлнэ. Уг хугацаанд ирүүлээгүй, хянах боломжгүй хугацааг тулгаж ирүүлсэн, сахилгын шийтгэл оногдуулахад шаардлагатай материалыг дутуу ирүүлсэн тохиолдолд буруутай албан тушаалтанд хариуцлага тооцно.

—- оОо —-

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