Songyuan labor resources and social security bureau internal organization

According to the above responsibilities, the Municipal Human Resources and Social Security Bureau has 20 internal organs:

(1) office. Responsible for the comprehensive coordination of government affairs and affairs led by the party group and bureau of the Municipal Human Resources and Social Security Bureau; Responsible for the daily operation of message, conference, confidentiality, archives, finance, logistics, security and other organs; To formulate and supervise the implementation of the work plan and various rules and regulations of the bureau; Responsible for the organization, cadres and personnel, wages and benefits of the bureau organs and directly affiliated units; To formulate plans for the education and training of cadres in the human resources and social security system, and organize their implementation; To be responsible for the political examination of the personnel going abroad by the bureau organs and directly affiliated units; To undertake the information management, network planning and information submission of the city's human resources and social security system; To be responsible for the work between the Party and the masses of the bureaus and directly affiliated units.

(2) research room. Organize and carry out comprehensive investigation and research on the city's human resources and social security policies; To undertake the drafting of important manuscripts; Coordinate expert consultation; To undertake the news and publicity work on human resources and social security.

(3) Legal Supervision Department. Organizing the implementation of local laws and regulations on human resources and social security; Supervise and inspect the implementation of relevant policies and regulations; Exercising relevant administrative supervision and inspection rights according to law; To undertake corresponding administrative reconsideration, administrative litigation and administrative punishment hearings; To undertake training, consulting services and publicity work on relevant laws, regulations, administrative rules and related legal affairs; To undertake the training, assessment and related management of relevant law enforcement personnel; Review the legality of administrative punishment procedures and actions; Review the legality of administrative licensing matters.

(4) Planning and Financial Audit Department (Social Security Fund Supervision Office). Implement the development plan and annual plan of human resources and social security; Implement the financial management measures of human resources and social security funds (funds) and supervise their implementation; According to the requirements of the superior, in conjunction with the relevant departments to prepare the city and city level human resources and social security funds (funds) budget; Prepare the budget and final accounts of various funds (funds) managed by the bureau, and be responsible for the special funds of the bureau; To undertake the management of scientific and technological projects related to human resources and social security and international aid loan projects in the city; To undertake the internal financial audit of the Bureau and its subordinate units, and guide the financial management of the Supervision Bureau and its subordinate units; Administration is a state-owned asset; To undertake relevant information planning and statistical management; Formulate the management system of social insurance agencies; Comprehensively coordinate the management of various social insurance funds; Implement the measures for the supervision of social insurance funds, establish and improve the supervision network of social insurance funds, and supervise the collection, payment, management and operation of social insurance and supplementary insurance funds according to law; Establish and manage the supervision and reporting system of social insurance funds, accept complaints and reports, and organize the investigation and handling of major cases; To undertake the daily work of the office of the Municipal Social Security Supervision Committee.

(5) Employment Promotion Section (Migrant Workers Work Section). Implement the national and provincial basic policies on the employment mobility of urban and rural workers, formulate local employment plans and annual plans, and improve the public employment service system; Guide and standardize the information management of public employment services; Implement the management measures for the use of special funds for employment; Take the lead in formulating employment policies, employment assistance and employment policies for special groups of college graduates in this Municipality, and organize their implementation; Carry out international exchanges and cooperation in human resources and social security; Implement the comprehensive policies and plans of the state on migrant workers' work and safeguard the legitimate rights and interests of migrant workers; Coordinate and solve the key, difficult problems and major events of migrant workers; Guide and coordinate the informatization construction of migrant workers' work.

(6) Civil Service Recruitment and Positions Section. Implement the civil service job classification standards and the examination and employment system; Implement the civil service appointment system and manage the staff of public institutions with reference to the Civil Service Law of People's Republic of China (PRC), and organize their implementation; Responsible for the management of the city's national civil service recruitment, job classification, job promotion and dismissal, job rotation, competition for posts and other implementation work; Responsible for the city's national civil service examination and recruitment work and national civil service registration management; Responsible for the examination and approval, level determination and approval of non-leadership positions of civil servants at or below the division level; Responsible for the examination and approval of the number of non-leadership positions in directly under the authority and directly affiliated institutions of the municipal government and the approval of the number of non-leadership positions; To undertake relevant personnel appointment and removal matters on behalf of the municipal government.

(seven) officer placement section (office of the leading group of the municipal government). According to the national and provincial policies on resettlement of demobilized officers, formulate resettlement plans and be responsible for their implementation; Responsible for the training of demobilized military cadres; Responsible for the implementation of the stability policy of demobilized military cadres in some enterprises; To undertake the management and service of demobilized military cadres who choose their own jobs; To undertake the tasks assigned by the municipal government's leading group for military transfer.

(8) Vocational Capacity Building Section. Implement the national and provincial vocational training plans and basic policies for urban and rural workers, organize the formulation of local standards for vocational classification and vocational skills, and improve the vocational skills qualification system; Formulate incentive policies for training high-skilled talents and rural practical talents; To formulate the development planning and management rules of technical schools and vocational colleges in the city; To guide the construction of teachers and teaching materials in technical schools and vocational training institutions; To formulate plans and policies for skills training for on-the-job employees and re-employment training for unemployed, transferred and laid-off workers, and organize their implementation.

(nine) professional and technical personnel management section. Implement the management policy of professional and technical personnel, and organize the implementation, supervision and inspection; Responsible for the reform of professional titles of professional and technical personnel in the city; Improve the appointment system of professional and technical posts, implement the professional and technical qualification system and the professional and technical qualification examination system, and coordinate the qualification standards of various professional and technical personnel; Responsible for the formation of municipal intermediate professional and technical post qualification review committee; To coordinate and guide the examination and evaluation of the qualifications of professional and technical positions in the city; Responsible for the evaluation and declaration of senior professional and technical post qualifications and the evaluation of some series of senior evaluation committees.

(10) Expert Management Department (Office of Leading Group for Talent Introduction). Responsible for the planning and training of specialized talents in the city; Responsible for organizing the selection of young and middle-aged experts with outstanding contributions, experts enjoying special government allowances and top-notch innovative talents in the province; Responsible for the selection of top-notch innovative talents and academic leaders at the municipal level; Formulate and improve policies to attract high-level innovative and entrepreneurial talents and overseas students to work or settle in this city, and organize their implementation; Responsible for the research funds of overseas students; Organize and implement the management of recruiting professional and technical backbone talents in our city; Responsible for introducing foreign experts and intelligence from this city.

(eleven) talent flow and staff management section. To formulate and organize the implementation of policies and plans for the development of human resources market in this Municipality; Formulate management policies for domestic and foreign human resources service institutions to enter our city; Formulate the qualification standards for human resources intermediaries; Formulate the qualification standards for employees in the human resources market; Guide and supervise the management of professional intermediaries; To formulate policies for the deployment of personnel with special needs, and guide and supervise the deployment of personnel in the whole city; To undertake the management of talent development funds in the city;

Responsible for the personnel system reform and personnel management of institutions in the city; To formulate policies on the management of public institutions and national staff, and guide and supervise their implementation; To formulate the annual open recruitment plan of municipal institutions and organize its implementation; To formulate the recruitment policies of public institutions outside the country (territory), outside the province and overseas (excluding experts), and organize their implementation.

(12) Labor Relations Department. Implement the national and provincial labor relations policies; Implement the basic rules of labor relations adjustment in the city and the implementation norms of labor contracts and collective contract systems; Responsible for the inter-city flow management of employees of enterprises and personnel who have established labor relations with government agencies and institutions; To formulate policies and measures for the regulation of wage income distribution of local enterprise employees in the city, and guide and supervise the total wages of state-owned enterprises and the wage income distribution of enterprise leaders; Formulate and organize the implementation of the minimum wage standard; Guide the formulation of labor standards; Supervise the implementation of the working hours and rest and vacation system for employees in state-owned enterprises, and the special labor protection policies for female employees and underage workers, and eliminate the illegal use of child labor system; Participate in the selection of model workers in municipal enterprises.

(13) Wage, welfare and retirement departments. To implement the wage and welfare systems, policies and standards of national and provincial organs and institutions; Grading treatment for newly hired, transferred and punished personnel; To implement the retirement policies of the state and provincial organs and institutions, and organize their implementation; Improve the treatment system for employees of government agencies and institutions in the city during vacation, illness, work injury and maternity shutdown; Responsible for the management of welfare funds of municipal organs; To draw up the post grade standards for employees of government agencies and institutions, and organize their implementation; Responsible for the audit (examination and approval) and supervision of the implementation of regional category standards such as wages, bonuses, allowances and subsidies for staff of municipal organs and institutions; Responsible for the research and guidance of policies and regulations related to the reform of distribution system in public institutions; To coordinate and guide the management and service of retirees of government agencies and institutions in the city and the work of retired cadres of government agencies and directly affiliated units.

(14) Assessment and reward section. To implement the system of assessment, reward and punishment, appeal, resignation and dismissal of civil servants, and organize their implementation; Organize the implementation of the national honor system; To formulate a system of government awards and recognition, and guide and coordinate the work of government awards and recognition; Implement the policies and regulations on civil servants' code of conduct and professional ethics construction; To undertake the awarding and commendation of the honorary title of civil servants.

(15) Training and Education Section. Comprehensive management of the city's civil service education and training. To formulate the city's civil service training plans and standards, and organize their implementation; Organize and coordinate the counterpart training of civil servants and the training of civil servants in municipal government organs; Guide civil servant training institutions to carry out training work, and be responsible for the management of civil servant training teachers; Responsible for the continuing education of professional and technical personnel.

(sixteen) the old-age insurance department (rural social insurance department). Organize the implementation of the basic policy of endowment insurance; The implementation of the basic old-age insurance premium determination method, and the overall review of the original industry system basic old-age insurance premium rate; Implement basic pension conditions, basic pension insurance treatment items and payment standards; Implement the policies and payment standards for the treatment of deceased employees' wills and non-work-related disabled employees; Supervise the implementation of social pooling policy and individual account management policy for basic old-age insurance expenses; Formulate and implement the socialized management and service development plan of endowment insurance, and organize its implementation; Implement the basic policy and development plan of rural endowment insurance; Implement the financing methods, treatment items, payment conditions and standards of rural old-age insurance; Implementing the rural endowment insurance fund management system and the management rules of the agency; Formulate the socialized management service plan of rural endowment insurance and organize its implementation.

(seventeen) the unemployment insurance department. To formulate the basic policies, reform plans and development plans of the city's unemployment insurance, and organize their implementation; Implement the methods for determining unemployment insurance rates, fund collection management policies, treatment items and payment standards; Organize the implementation of unemployment insurance benefits audit system; Implement the policies and regulations on the management of unemployment insurance funds, and implement the relevant treatment policies for diseases, births and deaths of unemployed people.

(eighteen) medical and industrial injury insurance department (office of the Municipal Labor Ability Appraisal Committee). To formulate the management measures and reform plans for medical treatment, work injury and maternity insurance in the whole city, and organize their implementation; To formulate the determination, collection, treatment items and payment standards of medical, industrial injury and maternity insurance rates; To formulate measures for the social pooling of medical, work-related injury and maternity insurance expenses and the management of personal accounts of medical insurance; Formulate management measures and cost settlement measures for designated hospitals and pharmacies; To organize the formulation of the scope and payment standards of basic medical insurance, work-related injury medical care, reproductive health care drugs, diagnosis and treatment projects and medical service facilities; Formulate measures for the management of social insurance funds for medical treatment, work injury and maternity, and organize their implementation; To formulate policies and standards for the treatment of employees of urban enterprises in the region during illness, work injury, shutdown, treatment and childbirth; To formulate the implementation plan of supplementary medical insurance rules, regulations and policies, and organize their implementation; To implement the national standards for the identification of work-related injuries and occupational diseases and the methods for the identification of labor ability, and organize their implementation; Formulate the management system of labor ability appraisal institutions; Responsible for the daily work of the labor appraisal committee.

(nineteen) Mediation and Arbitration Section (Letters and Calls Office). To implement the national and provincial laws, regulations, rules and policies on mediation and arbitration of labor and personnel disputes; Formulate the implementation norms for mediation and arbitration of labor and personnel disputes, and guide and supervise the mediation and arbitration of labor and personnel disputes; To guide the prevention of labor and personnel disputes; Organize and handle labor and personnel disputes and related coordination work according to law; Accept labor and personnel letters and visits, and coordinate relevant departments to handle major letters and visits or emergencies related to labor and personnel.

(twenty) the administrative examination and approval office. To undertake the acceptance and examination and approval of the administrative examination and approval items under the responsibility of this bureau; Responsible for organizing and coordinating the exploration, demonstration, audit and other related work of administrative examination and approval; Responsible for issuing relevant administrative licenses and relevant certificates; Responsible for the use and management of the special seal for administrative examination and approval; Responsible for administrative reconsideration and administrative litigation of administrative examination and approval matters; To be responsible for other administrative examination and approval items undertaken by our bureau as stipulated by laws, regulations and rules.

Office of the Municipal Government Performance Evaluation Committee: to guide the performance evaluation of the whole city government; Responsible for the daily work of municipal government performance evaluation.